Employees resisting change within the workplace

(Proposal)

Introduction

Change within the workplace is quite common and has become more frequent and more of a transformational now in light of the recession and threats of reduced workforce which is more commonly seen in the public sector. Influences of trade unions upon the work force, does it mean that because an employee is part of a union they are more or less incline to conform to the ways of the employer. Many workers are resistant to change this is not always because they disagree with the method or because of the reason for change but sometimes because they are not willing to have the extra workload or because of the fear of the future or fear that they may not be able to adapt.

Kurt Lewin was the one who first brought the notion of employees resisting change into a study in the early 1940s. He focused upon behaviours of individual employees which impacted on the workforce and also the organisation to bring about change. This is one of the key studies which i am going to look into when looking at how any why employees resist change. My overall findings will be concluded and the findings section.

To do this I am going to be using many sources such as secondary data, primary data, books journals, articles, and websites.

Problem Statement

Reasons why some are against the call for change in the diverse and in line with the political context in which the process. Motivators are described in the literature, fear of unemployment, the fear of the unknown, habits, lack of training, perceptions of injustice, poor communication, and perception of incompetence and a general culture of suspicion. Most of the large grants management as a whole determines the resistance to the irrational reaction of employees who are prevented or reduced must change. Management privilege is granted, and makes class differences of managerial capitalism.

Purpose of the Study

The purpose of this study will change to focus resistance in response to treatment employees receive in the process of change. This does not mean that other causes of resistance (e.g. fear of the unknown, low tolerance for uncertainty not matter or that the validity of the prediction of all types of resistance. For example, other authors (Reich et al., 1997) employee cynicism is organizational changes discussed - loss of faith in the leaders of change and history less than successful attempts to change in this study, I would propose that organizational justice is a psychological mechanism to provide employee resistance to change can. This research study will also focus on resentment-based resistance focus as a subset of all possible behavior of the resistance. Secondly, the speakers of the theory of knowledge are used to explain why organizational change not only increases the sensitivity of employees to the courts, but why change is are often perceived as a loss.

Significance of the Study

This study is very significant because of the fact that change is a process that involves ending the status quo, moving through a ...