Change within an organization is often difficult as it promises to make widespread changes to organizational customs of practice. Change may be resisted due to the lack of conviction over whether there is a need for change within an organization. This is particularly true for established business entities that have had practices that date back a long time.
The resistance to change by the employees may stem from the comfort that is derived from familiarity. Difficulties arise whenever people anticipate revolutions and disruptions in their comfort zones, hence the need for efficient change management.
Effective management of the change process should involve ensuring that members of the workforce understand the need for the proposed changes and the potential benefits. A deviation from the norm also affects the interests of some employees, which may result in resistance. The interests may imply these employees are accustomed to greater comfort when fulfilling their duties, and the changes may infringe upon this privilege.
Change is also resisted due to previous experiences with transitions whose results may have been catastrophic. The previous changes may have resulted in harsh working conditions for the employees or harbored significant difficulties during the process due to ineffective change management.
These factors are likely to linger in the minds of the employees during the consideration of the alterations. This experience is responsible for the resistance witnessed in some organizations and the subsequent difficulties that arise, leading to complications during improvements.
The new change may also clash with the ethics of the workplace that are held in great esteem by the employees. Changes that promise to interfere with this belief system are likely to suffer resistance and interfere with the intended improvement process. There is a need for the management of various organizations to review their intended changes and ensure they do not tamper with organizational ethics.