How to overcome Resistance

Some points to overcome resistance are as follows:

• Discussion about the changes with workers/employees

• proper planning for change: change should not be forced at once.

• protection of the interest of employees

• Changes should be slow in parts: the management must create awareness of change and develop an ability to be introduced in parts.

• Sufficient prior training of employees can help them accept changes with confidence.
• The extra income desired from changes should not be taken away by the management only but should be shared with all the employees.

REFERENCE:

BBA SEM III BOOK

Types of Resistance to Change

Resistance to change may be of the following three types:

• Logical resistance:

This kind of resistance basically arises from the time people genuinely take to adapt and adjust to changes. For example, when computers became common, accountants had to shift from accounting on paper to digital accounting. This naturally takes time to adapt to.

• Psychological resistance:

under this category, the resistance occurs in basic terms due to mental and psychological factors. people often resist changes for reasons like fear of the unknown, less tolerance to change, dislike towards the management, etc.

• Sociological resistance: 

This resistance relates not to individuals but rather to the common values and customs of groups. Individuals may be willing to change but will not due to peer pressure from the group they are members of.

REFERENCE:

BBA SEM III BOOK

Reason for resistance of change

Resistance to change is common in all organizations. The following are some common reasons for this:

• People usually discover it handy to proceed to do something as they have usually been doing. Making them examine something new is difficult.

• Changes usually bring about changes in a person’s responsibilities, powers, and have an effect on them. as a result, the people to whom such changes will have an effect on negatively will always resist.

• Those who are adamant about keeping customs rather than taking risks and doing new things will usually resist changes. this can occur either due to their insecurities or lack of creativity and will.

REFERENCE:

BBA SEM III BOOK

RESISTANCE TO CHANGE

Resistance to change is the action taken by individuals and groups when they perceive that a change that is occurring as a threat to them.
Resistance to change is understood to be a natural phenomenon. but not all changes are resisted. in many organisations changes are accepted instead ob being resisted. people have a natural instinct to accept the change.
sources of resistance to change may be:

• Rational OR
• Emotional.

• Rational resistance occurs when people do not have proper information about the change.

• Emotional resistance is the feeling of resistance to change evoked due to the people's perception of how the change will affect them.

REFERENCE:

BBA SEM III BOOK

Why Is Organizational Development Important to Businesses?

Organizational Development(OD) addresses and fixes a problem, thereby increasing a business's effectiveness. OD works to improve organizations in a more systematic way. The purpose of OD is to balance the strengths and weaknesses of a business, restructuring the employment of that business's resources (i.e. human capital) accordingly to use them most efficiently and productively. This means thorough assessment, planning, employee engagement and training where necessary and incremental measures to maintain employee performance.

REFERENCE:

BBA SEM III BOOK

PROFIT-SHARING PLANS

A profit-sharing plan gives employees a share in their company’s profits based on its quarterly or annual earnings.

It is up to the company to decide how much of its profits it wishes to share.

Contributions to a profit-sharing plan are made by the company only; employees cannot make them, too.

It places a sense of togetherness among the employees to work together towards a common goal of making the organization successful.
It enables an employee to focus more on the organizational goals than their personal goals

FRINGE BENEFITS

Fringe benefits are benefits in addition to an employee’s wages, like a company car, health insurance, or life insurance coverage. Any benefit you offer employees in exchange for their services (not including salary) is a fringe benefit.

Types Of Fringe Benefits are:

• Employee security:

It is a job security provides to the employee with a view to promoting security to the employee and his family.

• Retrenchment Compensation:

It is a type of compensation that an employee gets by his employer when he is fired from the job due to the reason other than a punishment.

• Safety And Health:

It includes providing physical security to employees to protect them against accidents, unhealthy working conditions and to protect worker's capacity.

REFERENCE:

BBA III SEM HRM & OB BOOK