EMPLOYEE RESISTANCE

Employee Resistance to Change

Employee Resistance to Change

Introduction

Change is constant in nature. The constantly changing world entreaty the management of potential companies to acquire constantly changing changes in order to sustain their position in the global competition. Change is dynamic in nature. Some perceive change as a positive implication to improve their learning and knowledge while some characterize it as a factor of de-motivation. No doubt change is important. The pace of change in today's fast moving environment is making difficult for the companies to cope with it and those who fail to follow the direction are likely to gradually disappoint and disappear. Change for organizations is important to sustain their competitive edge which will otherwise result in failing to meet customer and its needs. Besides sustaining the competitive edge, change is important for organization in order to learn new skills, exercise creativity and explore new opportunities. These attributes eventually help organization ultimately acquire benefits to the organization, its employees and its customers at large. It is a common phenomenon that change of any nature is rendered to resistance. It is the responsibility of the management to make the change implemented successfully in the organization and seek employee acceptance to the leading changes.

Change in Organization- Example Tesco

In the 21st century change is happening fast. Every single a new ray of change arise and covet for organizations to get along. All the organizations whether big or small are incorporating their best efforts and strategies to cope up with the changes in the global work environment. Like other large organization Tesco in the United Kingdom has also gone through numerous changes since its inception. These changes varied in their nature and similarly employee responses to the changes were relatively different in every change that the organization rendered. In an organization common changes are transformational changes, incremental changes, developmental changes, remedial changes, planned changes and at times unplanned changes (Clark, 2008, p.1). The nature of change can vary dramatically depending upon the nature of business and type of need. In general the implication of change in an organization is subject with a positive approach of improvement and evolution.

Change in Tesco

Tesco the Britain's biggest and most profitable supermarket chain was first established in the year 1919 as a general grocery store. Slowly and gradually the merchandise grew and became the world third largest retailer. Tesco since its inception brought many radical changes in its working and structuring through the implementation of required changes from time to time. Sometimes it was some technological changes, while at times it was cultural, structural or a complete process of re- engineering (Stevens, 2009, p.1). Every time the change imposes many challenges to the management in carefully handling the change and its relative implication. By far the company has managed to abide with the changes and its relative challenge.

Though there are various changes that have occurred in the history of Tesco. Among them one of the most strategic changes is the technological shift that was brought in ...