Change resistance

Change resistance is a big problem that may face any business organization that is applying a specific type of change as change implementation requires high efficiency from the side of the organization as before applying any change there are many questions that need to be asked such as: how far the change can be successive? Why the organization is applying this change and what reasons lie behind this? Will employees accept and engage with this change? To what extent will this occur? Will there be any resistance? Who will resist such change and why? What can the organization do for facing the resistance to change?

These questions are helpful for the business organization because they can reveal many things and solve many problems that may occur if change was applied without preparation so the first step that should be applied before implementing change is preparing for the change and checking that all parts of the organization are ready for applying such a change in addition to making sure that change can be applied by a systematic way.

This can be made by choosing a special change model and follow it and there are many models such as for example, ADKAR model that depends on five main steps for applying change which are awareness, desire, knowledge, ability and reinforcement and each of them refers to the way the organization prepares for change, there are other models such as Lewin's model which involves three main stages which are unfreezing that reflects preparing for change, change that means to apply change and refreezing which means to stress the success of change application. By following a change management model, the organization can succeed in the type of change it is intending to apply as this will force managers to make analysis and studies about employees' reactions for the change and at the same time, they will be prepared for applying the change properly in order to raise the organizational efficiency.