What is Interpersonal Relationship ? – Meaning and Important Concepts
A strong bond between two or more people refers to interpersonal relationship. Attraction between individuals brings them close to each other and eventually results in a strong interpersonal relationship. Forms of Interpersonal relationship An interpersonal relationship can develop between any of the following: Individuals working together in the same organization. People working in the same […]
Overcoming the Challenges of Delivering Projects on Time and Without Cost Overruns
Why Do 80% of All Projects Fail to Deliver on Time and What can be done About Them Research shows that nearly 80% of the projects fail to maintain timely completion of deliverables at each stage of the project as well as fail to finish on time. Project Managers often complain that the Triple Constraint […]
Role of HRD in Determining Fit between an Employee and His/Her Role
The previous article on personality briefly discussed how organizations and the HRD function determine the fit between the employee and his or her role. This article looks at this topic in depth with specific reference to the role of the HRD function and the managers in this alignment. For starters, whenever an employee is hired, […]
Shapes of Data and Characteristics of Shape
The shape of the data determines the type of tools that can be used to draw conclusions from it. Here is how to graphically plot out the data to find its shape: Step 1: Plot Data into Categories To begin with, the data must be divided into equal categories. The categories must have equal intervals […]
Benefits of Talent Management
Talent management can be a discipline as big as the HR function itself or a small bunch of initiatives aimed at people and organization development. Different organizations utilize talent management for their benefits. This is as per the size of the organization and their belief in the practice. It could just include a simple interview […]
Resistance to change is inevitable as there are many parties who stand to lose from change and apart from the status quoists there are vested interests who would oppose change. The changes that the organizations and the companies introduced in the wake of the global financial crisis were systemic and fundamental in nature and hence there would be many reasons for people and employees in these organizations to resist change.
The primary reason why the people would resist change is that because of job losses and the associated risks of layoffs and restricting, they stand to lose and hence there is a strong element of resistance that enters the discussion.
Since the organizations in Australia undertook drastic changes to the way they worked, the people working in these organizations have every reason to resist the changes because they are at the losing end of the changes and hence have a stake in resisting change. This goes for the majority of people who were affected by the downturn and whose jobs and careers were at stake because of the global financial crisis.
The other reason for people or organizations to resist change is that the global financial crisis was systemic in nature and hence called for fundamental changes in which the system operated.
This meant that the people or organizations at the receiving end of these changes had to bear very drastic changes in the way they operated and hence those who gain by following the status quo had every reason to resist the change. This was especially the case with organizations that underwent restricting and cost cutting where though there were no drastic job losses, many of the perks and benefits for the employees were cut leading to widespread dissatisfaction and discontent with the kind of changes that were being proposed. Hence, this is the second most important reason for people or organizations to resist changes in the wake of the downturn caused by the global financial crisis.
The third reason why organizations resisted the changes in the aftermath of the global financial crisis is that many of the changes introduced led to regulatory and legal changes in the way organizations operated and hence there was every chance that these organizations had to implement rules and regulations that would curb excessive risk taking and speculation.
Given the enormous benefits that these methods of risk taking and speculation bring to the people and organizations concerned, it is indeed the case that they would not be willing to forego these benefits.
Hence, this is a very important reason for people and organizations to resist the changes introduced in the aftermath of the global financial crisis.
In conclusion, change is something that is constant but given the inherent tendency of the bureaucratic structures in organizations to resist change, there is always an element of resistance to change. Particularly when the changes are drastic as seen in the case of the global financial crisis, there tends to be steadfast opposition to change by the organizations and hence this is a fact of life that the change makers and the change agents have to factor in their strategies.
Your email address will not be published. Required fields are marked *
