Currently, due to accelerated changes worldwide organizations have been the need toadapt, and at the same time make changes within their systems in order to not be hitand destroyed by the environment, to achieve the objectives and goals. Now well;speaking of organizational change, should not be side-a phenomenon that affectsrepeatedly to organizations such as the resistance to change.
This phenomenon affects both organizations; as each of the people who make it intheir daily lives, since not only takes place at the business level but also at personal,since many times the fact of starting a new activity, a new diet or get out of the rut;already represents for many something to oppose, or simply a way of looking forexcuses not to carry out such changes, since it can mean to get out of their comfortzone.
Resistance to change is a reality that goes hand in hand before any possibility ofchange that occurs; and it can occur at any level of the hierarchical line, since whennew procedures are implemented, removals or promotions of charges are made,either always be accommodations and modifications in the functions and activities ofthe workers, there is the possibility that many are not agree and show a negative orresistant to all this new movement posture because of a perceived a kind of threat.This attitude may well be generated by lack of commitment or conviction, or the needto feel safety in what we do and not feel invaded in their work environment. And thisis the main factor that paralyzes the goals and activities within the organizations anddoes not achieve its objectives.
This is why organizations must now be capable of modifying its elements according towhich demand environment, this accomplished through new proposals andimplementation of strategies that involve a transformation in any area, whether it beproduction processes, quality control, new responsibilities managers of areas; amongothers.
Before these statements, a question arises, and it is how to achieve a change inorganizations without generating resistance in its participants? To be able to respondto this question, first aspects, take into account among these they should beconsidered:
Changes are very particular, not all are equal, or are given under the same conditions.
Factors affecting change, tend to differ in each case.
The complexity of the change may increase, the greater the magnitude of the same.
To achieve effective change, we must identify the characteristics of the process ofchange that will face the organization.
Consider and bear in mind how important and if it is really necessary to do so.
To carry out this process, and eliminate or dispel resistance to change should bemainly discussed the way affect the internal staff both in the present and in the future;for at the same time eliminate the fear of the unknown which is the main factor thathas resistance. Therefore to run change should there be a preparation in such a waythat it causes fewer problems and errors, i.e. a planned change.
Better benefits and results, of those who are made of improvised form and withoutany planning, since this modality will allow first that any changes that you decide tomake it enduring in time can be obtained through the planned change. At the same time allows evaluate carefully the tools to be used so that it is executed, in order toknow to properly handle situations of resistance that may arise to thus obtain aparticipatory change where to reach desired actions practical and safe situations.
It is why, to propose any kind of change within an organization, must take intoaccount each of the factors that can cause an impediment to its execution which byvery small are always will be important. Therefore, we must consider theorganizational changes must not be imposed, but rather inclusive, where there is theparticipation of each of the employees who act and must be guided by a managementwhich is committed only to generate well-being and success of its members.