The factors influencing employee resistance to change:
Employees work in a business organization with the motivation to earn a decent standard of living (Kearney 2018). However, it is observed that they face many problems in such workplaces. Therefore, the factors influencing employee resistance to change are not enough salary or wages is paid to them in return for their labour, the work environment is not comfortable or friendly, and their supervisors may not be very amicable in nature. Thus, there is a need on the part of such business organizations around the world to undertake measures to keep the employees satisfied and content. In this manner, the most active role can be played by the leaders or managers of such business organizations.
The requirement for overcoming resistance to change in organization:
The need to overcome resistance to change in an organization is that there are various serious problems faced by the employees working in the organization. The main problem faced by the employees in any business organization is that they feel they are not compensated in a manner in which they deserve to be. They are of the idea that the managers only want to make them work harder while reaping the gains of the business themselves. As a result of this, there is a generation of abundant dissatisfaction and disassociation between the employees and the employers . The employees feel overburdened, and the employers need to maintain the production of their business lest it is affected in an adverse manner. It is in this regard that the concept of transformational leadership is deemed to be necessary.
As a result of all these problems, there arises an initial dissatisfaction among such workers who then want to quit their workplace or decides to shift to some other business organization. This poses a lot of problems on the part of the concerned business organization as the resignation of an employee means a loss of human labour on the part of the firm. It is the activity of such employees, which ensures that the level of production of the business organization is always maintained at a high standard. Thus, there is a need on the part of such business organizations around the world to undertake measures to keep the employees satisfied and content.
Examine the role of transformational leadership in managing radical change in an organization:
Leadership can be of various types. The appropriate kind which is found to be beneficial for a particular business organization depends upon the nature of the business (Kuranchie-Mensah and Amponsah-Tawiah 2016). However, one of the most common types of leadership which are needed in every business organization is that of Transformational leadership (Kuranchie-Mensah and Amponsah-Tawiah 2016). According to Kuranchie-Mensah and Amponsah-Tawiah (2016), people want to be inspired to work. As a result of this, specific changes need to be brought about in the workplace, which will ensure that it is made more exciting and comfortable to work in this environment. In this regard, transformational leadership is deemed to be important as it provides guidance and motivation to the employees to work harder and in a more efficient manner. According to Malik, Butt and Choi (2015), the role of transformational leadership is managing radical change in an organization is that Transformational leadership is meant to change the very thought process of the workers themselves. It aims to show the workers how they can contribute efficiently to the work process and also gain from it, whether materialistic gains or emotional satisfaction (Bohlmann, van den Boschand Zacher 2018). This is what makes transformational leadership so crucial in the working of any business organization.
Reflection on how adoption of change can help me to transform my life:
Transformational leadership has changed my life to a significant extent. Earlier, I used to be highly dissatisfied with my work life. I was required to meet unrealistic deadlines, and as a result of this, I often felt overburdened. Furthermore, I was of the idea that the business organization does not have any regard for my health and standard of living. This flowed from the fact that I was required to work for longer hours and was paid less salary.
Moreover, my supervisor was not relenting
in nature. He forced me to work harder and showed no gratitude in return. It
was at this time that a new supervisor came. She motivated us to work harder
and also compensated us in a due manner. She believed in the power of appealing
to our emotional side so that we may be instigated to work in an efficient
manner. Thus, soon, the workplace saw a change. We were producing the goods,
and the profits earned by the firm increased at an exponential level.
Reference:
Bohlmann, C., van den Bosch, J. and Zacher, H., 2018. The relative importance of employee green behaviour for overall job performance ratings: A policy‐capturing study. Corporate Social Responsibility and Environmental Management, 25(5), pp.1002-1008.
Kearney, R., 2018. Public sector performance: management, motivation, and measurement. Routledge.
Kuranchie-Mensah, E.B. and Amponsah-Tawiah, K., 2016. Employee motivation and work performance: A comparative study of mining companies in Ghana. Journal of Industrial Engineering and Management (JIEM), 9(2), pp.255-309.
Malik, M.A.R., Butt, A.N. and Choi, J.N., 2015. Rewards and employee creative performance: Moderating effects of creative self‐efficacy, reward importance, and locus of control. Journal of Organizational Behavior, 36(1), pp.59-74.
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