To be effective, leaders have to overcome resistance to change in order to achieve organisational

Question

growth and development. Implementing organisational changes successfully at financial
institutions in Saudi Arabia requires certain leadership skills to institutionalise the change efforts
and to reduce resistance. When change initiatives were introduced into the workplace with little
positive impact on work performance and operating efficiencies, it results in wasted time and
money. Organisations are still suffering from resistance to organisational changes, which
demonstrate the need for leaders to continue to develop their skills to deal with resistance in
implementing changes in the workplace (Atkinson, 2005). Changes in large institutions are often
difficult when leaders are not able to manage changes well. However, the need to make changes
will not go away. Organisations need to develop an approach to overcome resistance and drive
changes in an effective way. Generating leadership skills to encounter resistance and implement
change efforts successfully will contribute to a better performance, increasing motivation to its
employees, and satisfaction from their clients (Atkinson, 2005). Research indicates that there is a
major challenge in driving organisational changes, which is dealing with resistance that change
agents encounter. It is extraordinary for any organisational change to not face any resistance.
Recognising and welcoming resistance as a healthy response and an opportunity to listen to
different perspectives is what allows leaders to successfully navigate the change process
(Atkinson, 2005). Leadership skills are very essential to overcome resistance to organisational
changes. Wise leaders can achieve the organisational changes by applying leadership qualities
today in the workplace to decrease resistance to organisational changes.
(Source: UNIVERSITY OF LA VERNE, California, Leadership Skills to Overcoming
Resistance to Organizational Change )
a. State and explain the reasons that lead resisters to resist an organisational change

Answer 1

There are several reasons that lead individuals to resist organizational change:

1. Fear of the unknown: Change introduces uncertainty and unfamiliarity, which can make individuals feel uneasy and anxious. They may resist the change because they are unsure about how it will affect them personally and professionally.

2. Loss of control: People like to have a sense of control over their work and their environment. When changes are implemented, individuals may feel that their autonomy and decision-making power are being taken away. This loss of control can lead to resistance.

3. Comfort with the status quo: Humans are creatures of habit, and we often become comfortable with the way things are. Change disrupts this comfort and forces individuals to adapt to something new. This discomfort with change can lead to resistance.

4. Skepticism about the benefits: If individuals do not see a clear benefit or value in the proposed change, they may resist it. They may question whether the change will actually improve their work or the organization as a whole.

5. Lack of trust in leadership: If there is a history of poor communication, ineffective leadership, or broken promises within the organization, individuals may be skeptical of any proposed changes. They may resist the change because they do not trust the leaders implementing it.

6. Personal or professional interests: Sometimes, individuals have personal or professional interests that are at odds with the proposed change. They may resist the change because they believe it will negatively impact their own goals, interests, or career trajectory.

Overall, resistance to organizational change often stems from a combination of fear, discomfort, skepticism, loss of control, and personal interests. Understanding these reasons can help leaders develop strategies to overcome resistance and successfully implement change.