Most people will fear change because of the fear of the unknown .Most employees imagine that they know nothing about what is about to be introduced and therefore at the back of their minds they imagine that the worst is about to happen. Employees therefore make what they don't know to being their rationale of reasoning hence resistance comes in (Stark, 2009).
While many people acknowledge that change is important, they fear that that new changes will have negative consequences on them and therefore they will create obstacles to prevent change. Another reason why people resist change is that, they have deep rooted fear in their minds and therefore any attempt towards organizational change is met with great resistance. Some people hold on to their past because they feel more secure and it is usually predictable. Other people will resist because they have succeeded in the past and therefore, if change is undertaken, then it is viewed as being unfavorable to them. It is therefore imperative that any manager should understand that any attempts towards an organizational change will be met with resistance and with this understanding a manager may be able to influence their attitudes in a more positive way (Langdon, 2007).
Explain how you could plan the implementation of a proposed (or actual) change
A force field analysis refers to a management technique that is used to analyze variables that are involved in making and implementing changes within an organization and eventually it helps in team building and overcoming resistance. It helps to analyze any driving and restraining factors that usually bring about change. Therefore, while implementing a change, one should look at the driving factors such as improving the productivity of the team, competition and the incentives to be given to the team so as to boost their morale. The restraining factors that should be considered include: apathy and hostility from employees as a result of viewing changes from a negative aspect (Langdon, 2007).
When implementing any changes, you can list down the proposed change in the middle of a work sheet, on one side list down all the driving forces while on the other side list all the restraining factors the assign scores for each column and then depending on the scores assigned, you will be able to find out whether the proposed change is viable or not. The main purpose of this plan is to reduce the forces of the restraining factors while increasing the forces that are geared towards the success of the proposed changes.
Briefly explain THREE ways to communicate change effectively to your staff
A team leader must be able to communicate changes to the employees that are about to be introduced. People will be able to get first hand information and also ask questions that are likely to affect them. While communicating, one has to be very open, sincere to the employee's and very consistent so that the employees are able to understand that you also support the changes that are likely to occur. The way you phrase your statements should be consistent and one should avoid