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Changing is highly desirable regarding organizational development. Resistance to change must not be considered bad. it gives managers the chance to re-examine the proposals of change for effective implementation.

The ways to manage resistance to change are explained properly in our Managing Resistance to Change assignment help. We have a team of accomplished paper writers who have obtained their degrees from reputed universities.

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What is Resistance to Change?

Change is challenging and scary. If you try something new there might be a failure. Many people want to remain in their comfort zone rather than venturing into unknown territory.


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Even people who want to enjoy change find this challenging in workplaces. Resistance to change happens because employes do not have an option. It triggers a sense of loss of uncertainty and control.

There is a misconception that changes affect just the low-level employees, however, this might not be the case. A change can affect all in an organization from the low-level to the top-level. Resistance is not related to intelligence. Even the smartest employees are not immune to fear of impending changes. 

What are the Strategies to Manage Change Resistance to Change?

The strategies to manage resistance to change are discussed in our Managing Resistance to Change assignment help online as follows:

  • First, listen and then talk: The first strategy is communication. Employees want to be heard. They should be given to opportunity to voice their views and this will alleviate all frustration.
  • Communicate why change is needed: Another strategy for overcoming resistance to change is communicating the what, why, and how. Have a communication plan, which is more than saying your employees what you actually want.
  • Become excited: The way you communicate the change might have a huge impact on the way the resistance to change shall occur. When you communicate the reasons, the conviction shall be contagious.
  • Ensure it about employees: Change is possible when human resources are on board. Ensure that the changes are approached regarding employees.
  • Delegate change: Fight resistance along with the culture. You have to train team members and they shall serve as their role models.
  • Show the data: Use hard facts and show it to employees.
  • Implement in stages: Any kind of change cannot occur overnight. If you implement the plan in stages, the employees can deal with one change at one time.
  • Practice the change management: The resistance of change has fear involved. To fight it, many exercises can help. Practice them regularly.


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Identifying Resistance to Change

The resistance of change might be available in many ways. It might come as missed deadlines, absent from meetings, failed commitments, and a sense of apathy. It might be present in obvious ways. When there is a change, look at the general mood of your employees and whether they respond to requests in a snide or sarcastic manner.

In some cases, as mentioned in our help for assignment on Managing Resistance to Change subject, an individual may be elected on behalf of the employees to talk against the change. It might be as an official union or might include individuals who have the same feelings towards this change.

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