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Resistance to organizational change
Leading Organization Change. Any business must be prepared for change because it must happen. Unfortunately, for organization, managing change is not a simple exercise. As organization changes there are road blocks. One of this road blocks is resistance to change.
There several reasons why organization experience resistance to change. Resistance may come from both the employees and the managers. Both the managers and employees may be worried that change may occasion a job loss. They are aware that as the organization changes, some jobs or duties may be done away with (Cameron & Green, 2009). This is related with the managers’ fear of loss of control. Other factors that may lead to resistance includes the corporate history and culture, lack of understanding for vision and need for change, lack of competencies to effect change, and differences in the values for change. Employees may also be opposed to new technologies and processes of doing things. Leading Organization Change.
In transaction leadership, “leaders approach followers with an eye toward exchanging”. Transaction leadership is founded on reciprocity –the relationship between leader and their followers is formed around a reward such as, recognition, performance rating and praise. An example of transaction leadership is seen in political leadership where leaders are aimed at winning votes. Transformation leadership can be seen at Apple Inc. where the leaders have transformed employees to share a certain organization belief of quality and success. Leading Organization Change.
Burns, J. M. (1979). Leadership. New York: Harper & Row. Leading Organization Change.
Cameron, E. & Green, M. (2nd Ed) (2009). Making Sense of Change Management: A Complete Guide to the Models, Tools and Techniques of Organizational Change. London: Kogan Page Publishers.
Harvey, S. et al (1998). Developing successful teams in organizations. Australian Journal of Management & Organizational Behavior Vol1 (1), P 1-8. Leading Organization Change.