The Rule of Change in Project Management: Drivers and Resistance in Saudi Arabia - Research Proposal Example

At first, when the drivers of change bring in new ideas, it is met by denial from the majority of the staff. Then, the staff falls into anger, others become confused, then depression, and then a crisis. The drivers have to work an extra mile to enable the staff accept changes. Normally, change is not the problem. The problem is resistance to change. Change is inevitable in business. The changes can be an opportunity, a threat, or a problem. It all depends on the viewpoint. Many people have accepted changes in their lives; therefore, it is an ordinary thing.

Trained leaders do not take resistance to change as a problem. They are aware that resistance is always the key thing to worry about is how to manage it. Given that change is inevitable to businesses, leaders have to apply the best management skills in managing the changes to avoid disruption to the company. If leaders cannot think straight, there will be more resistance experienced in the organization (Green, 2014). A qualitative study by Joseph (2014) noted that the people who drive change often bring in resistance when they do not communicate.

The author notes that, by giving people insights on why there are changes, there will be minimum resistance. Additionally, the study gave four reasons why giving people insights would be beneficial in avoiding resistance to change (Joseph, 2014). The Success is derived from the ability to ask needed questions. Moreover, acknowledging the questions asked by employees allows for recognition of participation, thus driving better change. Employees normally feel appreciated when their opinions are considered.

The main problem of the research, will be to evaluate the drivers and resistance to change in organisations in Saudi Arabia. This will be an analysis of the role of drivers, both internal and external, in bringing favorable changes to the organisations. The purpose of the study is to develop