Discuss the key reasons why employees may resist a programme of change and the tools, and their application that a transformation change manager has to overcome that resistance.

RESISTANCE TO ORGANIZATIONAL CHANGE
Table of Contents
Introduction    3
Reasons for the Employees Resistance to Change    3
Factors for the Resistance to Change    5
Organizational Factors    5
Individual Factors    6
Tools & Techniques that Overcome Resistance to Changes    8
Case Study Analysis    9
Case Study 1: Employees Resistance of Organizational Change at Mobilink (Medium Organization)    9
Case Study 2: Resistance to Organizational Change of Oti Yeboah Complex Limited (Small Organization)    10
Case Study 3: Strategic Change Management in British Airways (Big Organization)    12
Conclusion    14
References    15
Introduction
Organizational inertia is the tendency of an organization to resist changes and mention the status quo. Change in the organization is stressful and employees avoid it because they want to avoid anguish and frustration along with the lack of confidence that goes along with it. It is no doubt that even positive changes are met with stress as employees proceed toward new and uncharted te
itory. Changes require adjustments and it becomes more vulnerable when they are large-scale changes and can take a significant amount of time to adjust. Organizational change is a process that has been contemplated widely over the past decades and has been researched extensively to assess the factors that are responsible for the resistance to the changes among the employees.
The dynamic business environment needs to be met by the implementation of necessary changes to operate in increasingly complex circumstances. But the resistance to change often makes the entire scenario more complex as organizations face increased pressure to cope with the contextual forces to be able to survive. The phenomenon of resistance to change has been examined widely from the perspectives of psychology, human resources, and physics. Resistance to change is often equated by scholars as inertia. Theories have also attempted to examine the factors affecting the resistance to changes at the different stages of the change execution. This discussion shall contemplate the key reasons for the employees resisting a program of change and the obvious tools that can be implemented for overcoming the resistance.
Reasons for the Employees Resistance to Change
Organizational change is inevitable and it effectively ensures the productivity and improvement of the organization. But it is also obvious that employees in the organization resist changes. It is effective to understand why employees resist change which will effectively healthy organizations and the change-makers to manage the aspects of change in the organization successfully (Elgohary et al., 2020). Employees resist changes in the workplace because of various reason and these reasons results in the bad execution and improper management of change in the organization. It is obvious that the change implementation needs to be cascaded down through various steps and must be effectively implemented to answer the various aspects of the organization (Amarantou, 2020).
The most common reason for the employees to resist is the lack of awareness of the employees and the purpose of the change. In most cases, the employees are not aware of the changes and they are not aware of the purpose of the change or the reason for the change. This arises particularly when there is a lack of communication between the management and the employees (Raidun et al., 2021). The organization's failure to communicate the details and the business reasons for the change an effective resistance to the change among the employees as there is a lack of clarity among the employees regarding the roles of the employees after the changes. Resistance of the employees due to changes can also occur because of the change in the role of the employees in the changed scenario (Scholkman, 2020).
In certain situations, the rules and responsibilities of the workers decrease as the job description changes and their new behavioral requirements. These changes in the role are not often welcome by the employees because of the increased pressure and stress of the work in a new scenario (TRAN et al., 2020). For instance, with the advent of the use of technology, most the employees need to be well a custom with the proper functioning of the technology. In such cases, he had to undergo training and need to put more effort and time in order to be accustomed to such a change in the organization. In certain cases, the employees do not welcome these because it increases the pressure and disrupts their work-life balance. They are not concerned about the time and are not at all supportive to adopt the changes as they lack incentives and decreased autonomy and control (Muhammad, 2020).
In such a scenario resistance occu
ed when employees lose their power or status in the organization. Another most important factor which is evident in this particular scenario is the fear of the insignificant cause of the resistance among the employees. This fear among the employees is a specially about the job loss and the lower compensation. Another aspect of the fear among the employees is the uncertainty about the future and the long-term aspects of the organization (Issah et al., 2020). It is obvious that certain changes can effectively change the work pattern and the roles and responsibilities of the employees.
In such a situation employees can grow insecure because of their ability to perform in the new changed condition of the organization (Ruis, 2020). The employees fear the changes to the organization or culture and are also concerned about the possibility of increased evaluation and monitoring. For instance, when the organization becomes more pervasive about the implementation of the technology in the organization employees who are not aware of the technological usage fear the aspect of loss of job (Anastassiu et al., 2019).
Lack of support from the seniors and trusting the management of the leader are also the obvious factor that contributes to the resistance to the change of the employees. It is often observed that the managers display higher resistance and reduce support for the change this is because of the poor role modeling and therefore, has a direct impact on the employee behaviors and their support for the change (Haqq, 2019). Again, previous and negative impacts of the employees also influence they are behaviors towards the changes and it is effective that search negativity experience also increases the probability of resistance towards changes among the employees. It is obvious that in certain cases the employees do not have any executive leadership and they fear the changes in the organization.
Factors for the Resistance to Change
The factors for the resistance to the change can be effectively classified on the basis of impact level. The aspects of resistance to change our guided by individual factors and organizational factors.
Organizational Factors
The organizational factors that are responsible for the changes in the organization are the effective threat to power and influence. A change is likely to be incorporated effectively and implemented soundly within the organization by the management. However, if the implementation of the changes is potentially risking the position and influence of an employee then would be effective resistance to the changes (Sadr et al., 2020). It is evident that changes are likely to establish a new equili
ium and therefore it focuses on more skills. This particular establishment of the new equili
ium may reduce the power of employees which may effectively enhance they are the probability of resisting the changes in the organization. The organization structure is also one of the important factors that enhances the probability of resistance to the changes in the organization.
For instance, bureaucratic structure which has high intensity of communication across all the levels of the management the risk of resistance to change in the organization is extremely minimal. However, the organizational structure which does not have an effective communication method then it enhances the aspect of resistance to the change in the organization (Cohen, et al., 2021). In most cases, organizations and employees resist changes because of resource constraints. It is effective to know that all the organization has limited resources and therefore incorporation of changes is resisted because it involves some additional cost in the beginning. Organizational culture is also responsible for the resistance to the changes in the organization. Effective leadership also increases the probability of resistance within the organization.
Individual Factors
Individual factors are the aspects that incorporate those factors that are responsible for the resistance to the change at the individual level. The degree of the force or resistance depends on the aspect of how people feel about the change and how they are accomplishing the emotional factors in response to the change in the organization. The most important aspects of the individual factor are the social aspects of the relationship and the lack of trust in the management. In certain cases, resistance to change is also accomplished by the aspects of the problem of adjustment (Gozzoli et al., 2020).
The individuals try to maintain a sort of equili
ium and balance in terms of both the formal level as well as the informal level. This requires the people to make the adjustment and cope with the new situation. In search cases, the individuals who have concentrated in an equili
ium resist changes because they too effectively disrupt the equili
ium on which he is concentrating (Ansoff et al., 2019). The aspects of stability give him more satisfaction because of the equili
ium and have effectively eliminated all the other forces of discomforts.
A new change can create a new problem or can effectively result in a new discomfort that can typically disrupt the equili
ium of the individuals. Economic threats are also important because in certain cases the individuals fear that day might lose their job as new changes have been suspended in the organization (Tamoubiei et al., 2021). They also fear that a new change...