Resistance in Ethical Change Management-Myassignmenthelp.com

Questions: 1. Discuss common reasons why change is resisted and how managers commonly view resistance. 2. Critically examine the key theoretical concepts of resistance considered in this subject and how they are linked to the two key theoretical ontologies used in this subject. 3. Critically examine the relationship between power and resistance, and the ethical issues that these raise in relation to the managerial and resistant positions. 4. Critically discuss the implications of power and resistance for the role of the change agent in ethically managing change, in both the dialogical and problem-centric approaches to change management. Answers: 1.Change in organization is considered as an activity of transformation or modification of something in the system of organization. This activity is mainly conducted for the purpose of improving the performance of the organization. The biggest challenge faced by organization while implementing the change in the organization is the resistance which emerges at the time when change is incorporated. The intensity in lieu of resistance depends on the type of change which is introduced and the way it is being introduced. Following are the reasons of resistance of change (Zafar Naveed, 2017; Davies, n.d.): Generally, managers of the organization resist the change because changes in the organization decrease the power of the mangers by transferring the power to their subordinates. Therefore, threat of power is considered as one of the main reasons of resistance to change. As result of the change in the organization system, some particular groups, sectors, departments of the organization become more powerful and because of this there are number of individuals who resist change. Other important reason of resistance to change is the economic factors. Change in the system of organization sometimes increase or decrease the salary and other economic allowances of the employees. It is very normal for the employees who lose their portion of salary because of the change will resist the change (Yilmaz Kilicoglu, 2013). Each place of work brings the particular image and reputation for the employees, and this image and reputation is important for all the employees. Change occurred in the system of the organization also changes the position of the individual which result in dissatisfaction among the employees. Therefore, image and reputation is considered as important reason of resistance of change. One more reason is threat of comfort, which means changes occurred in organization system results in personal discomfort and makes the life of employees more difficult. Personal discomfort of the employees is also considered as one of the main reasons of resistance of change by the employees of the organization (Serbam iorga, 2016). Mangers consider resistance of change seriously because it can affect the performance of organization, and take following actions to deal with the resistance: While preparing the change strategy, management considers the issue of resistance and also frames strategy to deal with this issue. Plan related to resistance management is considered as one of the five change management plans created by management in change management process, and this plan must be framed by management after determining all the factors in this field. 2.Idea related to change in organization system increasingly becomes the necessity for the organizations instead of alternative they can choose. Generally, change is associated with the crises, which means even most important organizations needs effective changes in their process and system. Capacity of the organization to shift the direction and to improve functioning in the organization can be considered as one of the essential competency of the contemporary business organizations. There are number of factors which enforce the change in the organization such as technological development, diminishing roles of government in the life of business, globalization, etc. some of these factors are considered as important factors which requires revision in the way in which business is conducted. Business environment is also dynamic in nature which influence the preferences of customers in case of all type of products and services. Therefore, shift in these demands require flexible environment in organization for the purpose of implementing new strategies to meet this demand. Change is considered as most important issue which is concerned by the organizations because of the fluctuations in the external environment. De Wit and Meyer (2004), identified two basic theories related to change. First theory stated that organizations must prepare themselves to adopt changes on continuous basis by making small alterations in the operations of the business for the purpose of improving their performances. These changes mainly focus on ensuring the improvements in the operations of organization by keeping the fundamental structure of the business same. Second theory states, those organizations which consider the continuous and small improvements inadequate can choose radical changes in the operations of the business. In other words, it includes the complete renewal of existing way of doing the business (Pieterse, Caniels human, 2012). Changes in organization and adoption of these changes is considered as important aspect for organizations to remain in competition (Balogun and Hope Hailey, 2008), but still very rare changes in the organization are considered as effective (Meaney and Pung, 2008). As per the recent research, only 1/3rd changes in the organizations are considered as successful changes by their leaders (Meaney and Pung, 2008). However, it is difficult to implement the successful change programs in organization. It must be noted that low rates of success in change management programs is also considered as important reason of resistance to change on the part of employees Theories related to organizational change and resistance state various important aspects of change management, and these theories are principal agent theory, goal theory and Stakeholders theory. Theory related to organizational change and resistance helps the individual in understanding the concept of change and resistance. Principle agent theory helps the organization in understanding the conflict between firms (owners) and its employees goals and interests. Stakeholder theory and principle agent theory is mainly used by the organization for the purpose of providing the measures and solutions for reducing and harmonizing goal conflict, to overcoming resistance to change (Khan Rehman, 2008). Principle-agent theory has provided a powerful framework for the public sector organizations. Strong influence of this theory was seen in New-Zealand in the late-1980s, instead of questions over its appropriateness. Agency theory is considered as controversial theory, because of its assumptions related to people. However, this theory is applied in number of fields such as finance, marketing, political science, organizational behavior and accounting. Agency theory includes various different branches, and these braches clearly state the difference between the ownership and control (goggle, n.d.). 3.In context of organizational change, power is used by top managers, CEO, change mangers, consultants, work councils, employees, and other interest groups. The main aim of these groups is to manage the influence of process of change by using the power and other tactics. In view of traditional management, actions were taken to deal with challenge given by other groups to the change in the organization in lieu of resistance of change, unless such actions are fall outside the legitimate activities of the change process (Burnes, 2009). Power, change process, and resistance to change are considered as related programs. It must be noted that in change process various actors influence each other. Later, when concept of power is introduced and it involves exercise of power over other person, from that time use of power becomes the biggest reason of resistance of change. However, not all the influence results in resistance of change and it is possible to use the power in effective management of change. In change process of organization, it is necessary that part of the power dynamics are observed on the part of the involved groups, and the attempts of the influence can be displayed directly and consciously by the agents. However, it is more difficult to observe the dynamics of power and in some cases such dynamics are even unconscious in nature. Management can exclude particular issues from decision making process during the process of change for ensuring full and equal participation. In the process of symbol construction or management of meaning, power in the organization is used for the purpose of creating legitimacy of outcomes, decisions, values, and demands. It is not possible to see the power dynamics, because these dynamics are invisible and unconscious when preferences and perceptions of the people are shaped in such manner as these perceptions and preferences are identified with the objectives of the change and also enable the individual in adopting new structure of the or ganization and systems even though their objectives are less realized than those of other groups. Individuals hold the positions of managers face different challenges, and the most difficult challenge is effective implementation of change. Various studies show successful patterns of change management in the organization. As per these studies, change is necessary, continuous, and inevitable does not have to be random and can be controlled. Traditionally, manger choose control-dominated model instead of participative model to handle the change management process. At that time, mangers are strict in nature and do not tolerate any nonsense and they pass order which must be followed because at that time authorities were valued. On the other side, workers were treated as if they were, uneducated, unskilled, and uncooperative. Currently, reality of workforce completely contradicts the assumptions of traditional management, and management is undermined because workers demand their participation in the decision making process of their organization. Additionally, attitude of new workers shows various changes in context of economic, legal, and social environment some other factors are also there which increase the expectations of the workers and change the way of management. These forces and reasons change the power of the mangers and make the employees more powerful. Therefore, change is considered as continues challenge for the management of the organization. There are number of mangers for which change is tortuous in nature and these results in frustration and bitterness towards the organization. This fact explains the reason of detriment effect on morale of managers because of change as they swept along with the events on which they do not exercise control. Some managers are there which resist the change on continuous basis because of the threat that they lose their power on some matters. Negative attitude of some managers towards the change occurred in the organization is derived from below stated factors (Boonstra, and Gravenhorst, 1998).: Managers frustrated in understanding, inspiring, and move along with the new type of workers in the organization. Their attitude towards the new changes occurred in technology in the workplace impact various other factors such as products, equipment, or work methods. 4.Ethics are considered as most important factor in the management of organizations. Values possessed by individuals, groups, and organizations have significant impact not only on the organizations but also on society as a whole. This can be understood through example, bankruptcy of Enron and Global Crossing, dissolution of Arthur Andersen, and senior executive indictment of Health South and Worldcom (Gopalakrishnan et al., 2008). All these collapses are result of failure of organization in taking ethical decisions in the organization. As stated by Lewin, human conditions can only be improved by resolving the social conflict, whether such conflicts are religious, racial, marital or industrial. He further stated, for the purpose of resolving the social conflicts it is necessary that organization ensure changes for facilitates learning and also enable the individuals of the organization to understand and restructure their views related to the world around them. In view of Lewin, change is not about achieving the particular objective, but it is about learning of individuals and groups about them, and by ensuring these things individuals prepare their own violations for the purpose of changing their behavior. Power and resistance also play important role in ethical change management, as stated there are number of reasons of resistance in ethical change management and some of these reasons are fear of the final result derived from the change, individual does not believe in the change, individual give priority to personal benefit instead of social benefit, concern that change reduce the power of the individual and also impact the position of individual, etc (Dunphy, Griffiths and Benn, 2007). It must be noted that, process of change is initially conducted by the executive management, and there is perception that change in the organization is based on off power relationships. This results in purposefully misconducted statements in context of change, and also wrong influence on the individuals. This can be understood through example, management can make the statement that change introduced in the organization is introduced for the purpose of increasing the engagement of employee, but the true fact behind the change management is the result based performance metrics that suffocate and scrutinize the activities of employee. Generally, change is voluntary in nature and it is necessary that management must get confirmation of employees before implementing the change. This also results in unethical concerns such as employees faced the issue of forced conformity or being terminated (Botyarov, 2016). However, change resistance is always there, and it is required that organizations promote the ethical change initiatives by developing the appropriate culture in the organization. Culture of organization is set of principles, values, beliefs which state the actions of the employees in the organization. Those mangers who want to promote changes of ethical nature must establish ethical culture in the organization. For example, mangers must themselves act ethically in the organization for the purpose of promoting ethical behavior as the norm throughout the organization (Antenollis, 2014). References: Antenellis, P. (2014). How Politics and Ethics Can Affect Change Management. Retrieved on 13th December 2017 from: https://www.fireengineering.com/articles/print/volume-167/issue-6/features/how-politics-and-ethics-can-affect-change-management.html. Balogun, J. and Hope Hailey, V. (2008), Exploring Strategic Change, Prentice Hall, London. Boonstra, J. and Gravenhorst, K. (1998). Power Dynamics and Organizational Change: A Comparison of Perspectives. Retrieved on 13th December 2017 from: https://pdfs.semanticscholar.org/76fe/8297c65963e8de76c3b1c7c57bc47ad96362.pdf. Botyarov, M. (2016). Ethics and Organizational Change Management. Retrieved on 13th December 2017 from: https://www.linkedin.com/pulse/ethics-organizational-change-management-michael-botyarov. Burnes, B. (2009) Reflections: Ethics and Organizational Change- Time for a Return to Lewinian Values, Journal of Change Management, volume 9(4), 359-381. Davies, R. Resistance and Organizational Change: Mapping sources of power. Retrieved on 13th December 2017 from: https://www.drrobertdavies.com/executivebriefings/resistance-and-organizational-change-mapping-sources-of-power/. De Wit, Bob and Meyer, Ron. (2004), Strategy : Process, Content, Context : an International Perspective, 3rd ed., International Thompson Publishing Business Press, London. Dunphy, D., Griffiths, A. and Benn, S. (2007) Organizational Change for Corporate Sustainability, 2nd edn (London: Routledge). Google. The Control System of the Firm. 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