Why are Employees Reluctant for Organizational Change - PowerPoint PPT Presentation

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Why are Employees Reluctant for Organizational Change

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Most of the time it is seen that organizations strive towards change because it gives a boost to their revenues and also opens up newer possibilities for the company. However, implementing changes in the organization is never a smooth process as there will be employees who will be reluctant to go through any organizational changes. When employees begin to resist change, then it becomes problematic for the organization. Go through the to know the reasons behind employee’s reluctance for organizational change. – PowerPoint PPT presentation

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Title: Why are Employees Reluctant for Organizational Change


1
Why Are Employees Reluctant For Organizational
Change
2
It is vital for leaders change-makers to
understand why employees resist change in the
workplace.
3
Understanding why employees are reluctant to a
change will help your organization execute change
successfully.
4
There are various factors that can cause
employees to resist change in the workplace.
5
Here are the factors that instigate your
workforce against organizational change.
6
Empathy peer pressure
7
Organizational stakeholders will resist change to
protect the interests of a group, team friends,
colleagues.
8
It is normal for employees to resist change to
protect their co-workers.
9
This could be pure because they sympathize with
their friends because of the change that has been
forced on them.
10
Managers too will resist change to protect their
work-groups or friends.
11
Previous change experience
12
Our attitude towards change is partly influenced
by the way we have experienced a change in the
past.
13
If an employee has handled change badly, then he
has good reasons for rebelling against it.
14
Moreover, how employees families reacted to
change earlier is going to affect the way they
view change.
15
People accustomed to the same values and ethics
may find it difficult to appreciate the diversity
of todays workforce.
16
Loss of support system
17
Employees already in their comfort zone, work
with the managers they get along with have
predictable routines.
18
They know this support system will back them up
during challenging times.
19
Changing the organizational structures may shake
their confidence in their support system.
20
They may worry about working in a completely
different environment where there will be no one
to support them.
21
Conclusion
22
Organizations must develop a high degree of trust
each employee must be treated with dignity
respect.
23
When the organization takes care of the need of
its employees, then there will be less resistance
to change.
24
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