Resistance at Workplace

Employee resistance is defined as a failure to follow an organization’s established rules and standards. It is an intentional attempt to avoid change, which is unavoidable in any commercial organization. The normal activities that occur within an organization are the key factors to employee resistance (Bach and Edwards 2013). Most organizations have included personnel from various cultures, each with a unique approach to problem solving. Humans, by nature, behave in diverse ways depending on the strain placed on them. Workplace resistance is observed when new changes are implemented into the firm. This is because the employees feel it might affect their core responsibilities (Benard and Schlaffer 2002). Employers should learn that it can affect the production and affect the quality of services offered. An established line of communication is needed to curb the possibility of such challenges happening within the business.

It is normal to resist change. Some of the people believe that the introduced system aims to affects them negatively by addition of more roles (Browdy 2010). Conversely, if the changes can be introduced in the right manner, it has more benefits as opposed to the negative consequences. It is the role of the management to have a good connection with the employees to build confidence in them concerning their roles. Any activity that alters normal duties of the worker can bring stress which could serve as source resistance.

Why resistance occurs at workplace

Gilbert and Strong (2010, p.32) research asserts that human beings tend to resists change irrespective of positive implications associated with it. They slow down the developmental programs which are set by the organization and thwart the innovation (Cory 2005). That is the nature of human beings from the argument placed across by the article. The primary reason for the resistance is fear of unknown. In line to this assumption by the earliest psychologist, one of the factors that has necessitated the increased resistance is psycho assumption. These are mentally associated with individual and the perspective laid on certain issues (Wyatt and Hare1997). The employees are anxious of the type of change to be implemented. According to their thinking, they think the change would affect their relationship with other employees and their performance (Gilbert and Strong 2010, p.32). They become stressed and opt to block any move towards actualization of any form of change. Additionally, they are mentally informed that any strategy taken by the organization is aimed to increase their roles. Infact, the level of stress increases when employees are unaware of the expectations required from them by the leading team (Gomez et al 2016). Lack of motivation demoralizes the employees and hence fails to walk in line with the set objectives.

Second, we have normative control. These are based on the collective form which is known of doing things. Every organization has adopted its ways of performing activities (Stankard 2002). The employees can adversely campaign against it by launching a defiant attitude. Human resource policies defines unitarist as the condition whereby everyone in an organization is treated equally (Grace et al 2014). All employees are equal in terms of labor policies and hence have to receive similar treatment. This can initiate resistance when a certain group is handled in a different manner to suggest segregation. Post structuralism argues that human beings can be identified and distinguished by their culture. They have different origins which forms the basis of their background (Watts 1974, p.33). Based on the argument, it get clear that employees tend to listen to those whom they can relate with based on culture and language and ignores the others (Hersey et al 2014). Moreover, the reasoning of human beings which prevents them sinking blindly into brutality causes them to evaluate any ideas that comes across. This is what is referred to as humanity. Employees are able to say no to what they think is wrong and support positive ideas.

Furthermore, trust plays paramount role in the running of the business. When the employees feel they are not comfortable with the decision makers, it becomes hard to integrate their ideas (Watts 1974. They can ascribe to their though which negatively affects normal functioning of activities in the organization. To add to the alluded points, personal identity is killing most of the progress which could have been expected in any organization. Ego predominates the working environment where everyone works for self-interest (Jacobson et al 2006). The focus shifts from achieving objectives of the business. It prevents creativity since people are interested in gaining self-glory rather than putting their efforts to assist the organization grow. Finally, poor communication is a contributor to resistance. It is an important tool which should be utilized well. Key decision makers are responsible for ensuring information reaches the relevant departments at the right time (Jeurissen and Rijst 2007). Sometime the information is skewed and faces a lot of resistance from other workers.

Organizational politics do not miss whenever we have more than two people in a work place. It is used as a tool to spearhead some of the non-ethical behaviors which are witnessed in the current organizations. The effects of politics in work place is influencing even the humble people who have issues to complain about (May 2015). The incitement comes from a section of the group which could be dissatisfied with operations of the organizations. Human beings are ignited by slight inducement of their emotions and the consequence is that they follow blindly without considering the repercussions which follows. These politics are designed for various reasons. They sometimes tribal where a section of the employees could be dissatisfied with a leaders whom they do not like. Others are motivated by personal gain and only uses others to get what they want. It is one of the process which completely kills the unity which exist among the employees. An organization whose employees are not in unison for the common goal results to lowered productivity and hence the market share reduces. The politic have seen some of the businesses closing down due to small issues which could have addressed before they became much of concern. The message to the owners of the organizations is to keep check of such grouping which have no value to growth (Roth 2005). Enhancing unity of people is an important role of any supervisor. Teamwork brings quality development. Failure to check the activities which happens in the various department could results to problems in future dates.

We are still social beings affected by emotions and empathy for others. Peer pressure still finds its way in the work place. This behavior is normally associated with young people who have little responsibility to accomplish. Funny enough, you find that it has crippled to the corporate world. This confirms that social beings are similar irrespective of class. The difference is the age group. Otherwise, when each group meet with their peers, they exercise some funny behaviors which are questionable (Cory 2005). Employees will tend to protect their colleagues if anything wrong is imposed to them. They even go ahead to defend them when they do wrong knowing very well it is not right. This kind of behavior is commonly found with a group which has vowed to protect rights of each other. It is a way of identifying with the group and is well accepted. The only place where they go wrong is failing to acknowledge mistake. The manager as well will always protect their own since they know each other. The bitter part of it is that it eats the organizations slowly and sabotage the activities in a slow pace. Before they realize, things have already gone wrong and much is lost.

Loss of control makes the employees feel not part of the environment. In some cases, employees are requested to change the way to conduct their activities. This can happen through job rotation where one is required to operate in section he or she has never been in. it creates a situation whereby one feels unable to deliver. What one is used to doing is more real than something totally new. They feel powerless and unable to deliver their task appropriately. The implications are by far felt by the company and the employee (Browdy 2010). The major loser in this case is the employers since delivery is lowered. The workers can only complain and it will be difficult to delegate duties to such person. This is the start of resistance which in this case is initiated by the organization. If proper placement is done, such cannot occur.

Strategies That Can be applied to Reduce Resistance

Resistance in most of the cases affects the output of the organization in negative manner. It is important to reduce the loopholes through which this scenario can be witnessed (Shappiro 2002, p.45). The very first step is through rewarding the employees. This is a form of motivation which has a greater impact in controlling their emotions (Kincheloe 1999). Resistance is inherent from the culture of the business. New employees adopt what is prevailing in the business environment. It is necessary to appreciate the workers to feel valued and part of the organization. However, if the behavior of resistance is considered to go against the human resource policies, punishment can be imposed to show them the need to respect stipulated guidelines (MacLean 2006). This is a form of scaring others who could be planning to propagate the defiance spirit.

Management control strategy is also a plan which can be adopted for the benefit of the entire organization. This is where the management takes a stern warning against the employees who seem not to follow the orders issued. This is well performed by delegating duties to supervisors who keep watch of daily activities (May 2015). Regular performance appraisal is conducted to assist in gathering relevant data concerning the productivity of every employee. Third, aspiration control is done to have the greater expectations of the workers controlled. Some have so high expectation which might not be met by the organization. This is done by periodical information which keeps them in line with strategies of the organization (Milkman 1987).

Timing is necessary when implementation is valued. Change should be done in dose form to avoid giving too much at the same time. It is important to allow staff to have time to understand every change in slow pace to avoid stress (Patterson 1987). It makes staff happy and uninterrupted production process. Employee’s participation is necessary when major changes are being accomplished. This is a proactive role which needs input of fresh ideas. They feel valued and would embrace any change brought across (Roth 2005).

With the changing form of running the business, it is very essential to have counselling sessions among the employees. In most of the instances the organizations have ignored this role which is very important in the current generation. The market structure is complex and you find that the management imposes a lot of pressure to the employees for them to deliver. The expectations which are placed by the team leader is sometime unachievable which places stress to the workers. They find it hard to deliver and hence ends up resisting to any instructions which are given by the supervisor or anyone in authority (Browdy 2010). Coming up with counselling sessions is unique way to have a differentiated approach to dealing with issues which concern the employee. They will uphold the image of the organization high and hence promoting their brand. A serious management is the one which considers its employees as important assets which needs to be taken care of. If such a measure is taken into consideration, less conflicts would be witnessed in places of work and hence a good working environment would be established.

Cordial relationship between the top management and the employees is core in establishing a ground for negotiation in case of any problem which might arise in the process of conducting the business. Industrial strikes are witnessed as a result of failure of the business owner to have a good negotiation skills to engage the employee. The hierarchy which has been existing in most of the cases is due to failure of the management to come to lower levels and understand the needs of their workers (Hersey et al 2014). Constant consultation with them would assist alleviate the resistance which normally occurs. They tend to break the rules in order to persuade the top leaders to give them attention and address their major problems. This can be done by trying to keep the custom of the organization. As alluded earlier, every business is recognized by its customs. The culture of the organization keeps it running and this shows how strong it can affect the entire staff in business.

Finally focusing on the strategies which can be employed to prevent the cases of resistance, it would be incomplete without discussing the guarantee of workers on the loss. This is whereby the organization must ensure that the workers are protected and their jobs are secure. Some of the employee could feel that their jobs are threatened in case a company makes loss. These people requires surety of their continuation in the business irrespective of any loss made by their company (Grace et al 2014). Losing job is painful especially when it happens abruptly. To ensure they have trust with the company, the management should issue them with job description which are well stipulated and sign the relevant contracts letters.

Conclusion

Resistance in any organization is inevitable.it has both positive and negative implication. The most disturbing parts of it all are negative repercussions whose severity fall on the organization like a sledge hammer. They lower the productivity since employees do not give their full potential. Management can come up with various strategies which can curb the problem and maximize on tapping the skills of employees to align with business objectives.

References

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