Discussion Post 1

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School

Kenyatta University School of Economics *

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100

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Management

Date

Nov 24, 2024

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docx

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Uploaded by Experttwritter

Discussion Post 1 "Overcome The 5 Main Reasons People Resist Change" by Lisa Quast highlights several reasons why people resist change. The three reason that stood out the most for me are as explain the paragraphs that follow. The first reason why people resist change the Fear of the Unknown/Surprise. This factor plays a pivotal role in resistance to change, especially when change is implemented suddenly, without adequate information or guidance. Employees often fear the uncertainty that comes with change, particularly when it involves perceived negative impacts on their roles or work routines. This uncertainty can lead to resistance among employees, as they grapple with the unknown aspects of the impending change. Another key reason is Mistrust. Trust is an essential foundation in change management. When employees lack trust in the leadership implementing the change, they are more likely to resist the proposed changes. Trust takes time to build, and if there is a new manager or a history of mistrust due to past experiences, it can lead to skepticism and resistance among the workforce. Lastly, is the factor of Loss of Job Security/Control. Announcements of restructuring, downsizing, or any changes that may impact job security or control over one's role can create fear and resistance among employees. When employees perceive that their job security is at risk or that they might lose control over their work, they are more inclined to resist changes that threaten their sense of stability and control. In my organization, mistrust appears to be the most critical reason for resistance to change. This is particularly relevant because we have recently undergone a managerial change,

and the new leadership has not had the opportunity to build trust with the team yet. This lack of trust can breed resistance to any changes introduced by the new leadership. As a change leader, overcoming this type of resistance would require a comprehensive approach. I would emphasize transparent communication and work on building trust over time. To address mistrust, I would establish open channels of communication, engage employees in decision-making processes whenever possible, and ensure that the rationale behind the changes is well-explained. Additionally, I would encourage feedback and actively listen to employees' concerns, working collaboratively to address their apprehensions and demonstrating a commitment to their well-being throughout the change process. References Lisa Quast. (2012). Forbes. https://www.forbes.com/sites/lisaquast/2012/11/26/overcome- the-5-main-reasons-people-resist-change/?sh=1f34c1a03efd

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