Why Employees Resist Change?

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Table of Contents

Executive Summary
Introduction
Problem
Research Method
The solution to the problem
Effective Leadership
Test
Results of the work
Conclusion
List of References

Executive Summary

When it comes to handling employees in a workplace, a leader/manager must be able to take into account the requirements of the economy and current market trends in order to become successful. In the culture of most organizations, there are various types of employees, with different ethnic, sexual, religious backgrounds. It is also a given that different age groups exist within the company. In the case of older and younger workers, it was noted that a level of discrimination between younger and older workers exists. Older workers show deficiencies in the handling of the modern technical processes, while the younger generation was thought of by the older generation as being immature and lacking in sufficient experience in the respective areas they should specialize in. It is due to these levels of discrimination that friction occurs between different employees within the company resulting in a bad workplace environment (Grossmann, 2013:20). As such, an effective leader should be able to address such issues resulting in better performance and cooperation from the employees and fewer problems within the company.

Introduction

Prejudice has, in the past few decades, become a significant issue for business for a number of reasons. This can encompass problems with the prejudice of managers on employees or the prejudice of employees against each other. This report examines a number of these prejudices along with an explanation for a possible answer to a number of problems on the part of the leadership on the basis of the methods that are shown. A review of the relevant literature is applied in each section of the report with the findings being summarized in the report’s concluding section.

Problem

The prejudices within workplace environments can have a very real impact on company performance resulting in reduced efficiency and effectiveness. Some of these prejudices have to do with age, religion, gender while others are simply differences in ideological beliefs. For example, there are prejudices between the different age groups in terms of technical skills and experience. These distinctions among different employees have led to the adoption of new laws in order to prevent discriminatory practices. One way of understanding the impact of discrimination within the workplace is through the study of Yang Konrad which showed the negative impact of workplace discrimination on the performance of the company (Yang & Konrad, 6-38) Their examination showed that many companies still have not understood that in order to compete in a diverse competitive market, it is necessary for diversity in the company’s workforce to be achieved in order to become more competitive. This view shows that diversity in the workplace is by nature a necessary aspect for companies in order to better target their consumer markets.

Research Method

As explained by Merriam (2009), a research study that relies almost entirely on academic literature without other methods of external data collection runs the risk of being confined primarily to the results exhibited by the research studies utilized (Merriam 2009, 135-165). This can result in a study that is severely constrained in terms of the number of factors that it is capable of encompassing especially in situations where the research subject that is being examined is focused on a narrowly specific topic (Merriam 2009, 135-165). On the other hand, relying purely on academic literature in order to investigate a particular study does have its advantages since it reduces the amount of time needed during the initial stages of preliminary research. It enables the researcher to more effectively justify the results presented by indicating that they had already been verified by previous researchers (Merriam 2009, pp 135-165). It is based on this that this research project will primarily focus on document-based research as the method of examination.

One of the challenges in implementing sufficient diversity in the workplace is creating opportunities for communication within an organization. Although it is already a well-known fact that channels of communication are one of the cornerstones of every successful business, what must be understood is that when it comes to the question of diversity in the workplace environment this means the use of additional methods to ensure sufficient reports of different age groups.

People look at messages from different eras in many different ways because of the unique quirks of your method. Some messages are not to be interpreted as offensive, and vice versa, and as such it is important that methods of proper communication need to be implemented in these situations in order to minimize possible misinterpretation of what is being said.

Another challenge to be taken into account is bias and prejudice and how they impact the ability of the employee to perform their jobs properly. As previously mentioned, in the case of older and younger workers, there are certain prejudices because of the different types of impression each group has over the other resulting in workplace conflict, bias and discrimination. The end result is a significant reduction in performance, but also the loss of operational capacity for the company. Companies need to implement measures to reduce cultural bias and prejudice in order to prevent such problems. This can be done in the form of team-building exercises, company-sponsored behavioral training, or even common holidays, all of which should help to create better communication and cooperation between the members of different age groups.

The final challenge is that businesses should consider is the concept of corporate assimilation and how this affects individual productivity. As has been mentioned earlier, assimilation is a method by which a worker is affected by an organization business and corporate culture, it is often necessary to help transition workers into a particular workplace culture so as to help them better understand how to get along with the other workers who are already used to the prevailing culture that has been established (REIO Jr. & Sutton, 2006, 305-324).

The solution to the problem

The prevention of prejudices is a necessary aspect when it comes to leadership and management within the workplace. For effective leadership within a company, it is important that a leader focuses on both the positive and negative aspects of diversity in order to be more aware of the needs of various employees. While younger workers lack the experience of older employees, they are still quite valuable through their ability to adapt to new technologies and a better understanding of how modern consumers are thinking. It is based on the comparison that has been given that for each manager working in a company, it is important that a compromise between the capabilities of older and younger workers be done in a way that they attempt to make up for the defects of the other while improving their positive attributes at the same time (Heather et al., 3-9).

Effective Leadership

A review of the recent literature shows that the causes of conflict between employees at the workplace are often due to poor leadership. This can be in various forms such as a manager making no attempt in developing a sufficient relationship with employees and forgot to certain topics in the working world or a form of management, employees have a negative reaction. Suffice it to say that it is a fact that the negative impact on workers the management style which has been shown to negatively impact your overall performance (Van Dijk & Van Dick 2009, p. 143-163). Studies to examine the different performance of employees from various companies show that employees the same work even with different types of managers actually results in various productivity results (Strebel 1996, p. 86-92). Employees with a manager, trying to build up a sufficient relationship, the delegates appropriate responsibility and hard work pays tribute it has been shown that increased levels of efficiency and quality, and in comparison to employees who are among managers, the clearly close, distant and not outside opinions into account. Effective leadership is the development of the ability, based on the positive properties of the workers in the context of their care rather than be affected on a type of employees to be better than the other. Good personal leadership requires a leader to be impartial, results-oriented, as well as with what you have today. (Joslin et al. 2010, P. 22-43).

From a psychological point of view, it is assumed that positive reinforcement leads employees to look at their work from a significantly positive vision and as a result will create a better working environment. Managers with management styles, the decidedly confrontational and strong Bonding decidedly negative working environment in which employees are increasingly desperate with the kind of work they do. This leads to a reduction in the levels of performance of the employees, is further exacerbated by instances of depression, anxiety, and stress, which culminated in high staff churn rates within certain undertakings (Dam 2008, p. 313-334).

A specific industry, where this is the most evident is the call-center industry that is located in the United States, India, and the Philippines the services of different companies within the US-American and by different studies, where high staff churn rates within a specific call center have been established that the employees working under a too strict and close-minded Team Leader often significantly decreased levels of performance and badly executed with specific key figures (Oreg and Cornell 2003, p. 680-693). On the other hand, agents, under a team leader, was more open, friendly, and to further strengthen the responsibility within the team each Position resulted in increased performance, lower emigration, and show a considerable improvement in the observance of the specified key figures for the business.

Test

Part of the problem is that the literature in this study is a possibility that problems between the workers trying to resolve, by the implementation of a strategy can be the setting for the integration into the workflow to the extent that a level of recognition leads to fewer cases of discrimination. Based on my own experience, understanding between the different age groups is usually by work ethic, performance, and understanding in the fight against discrimination. With the evidence of the value of the service despite the obvious discrimination, this often leads to certain respect this fewer cases in which negative comments are used. When it comes to any service industry, the ability and the ability to implement and the solution problems is estimated, as a result, people show how talent, despite coming from a minority, they are sought after by the people themselves, that they help. Through my own experiences in workplace discrimination, I would say that it is absolutely necessary, things in stride, and easily customize the discrimination, and at the same time. The best way to overcome a similar situation as Lana is too easy to show expertise, understanding, and the desire to support, in spite of the problems you face. The worst way to resolve such problems would be to demonstrate to people, who are discriminated against, you are right by deliberately reduce your service standards due to their harassment.

Results of the work

In spite of the various laws that have been enacted in order to prevent discrimination in the workplace, prejudices are still widespread. This seems to be the case between older and younger workers as both encounters each other more often in the current business climate. An example of such a degree of discrimination can be seen in the case of the USA where Latin Americans are categorically discriminated against on the basis of their apparent similarity with illegal immigration, and in various states in the south of the United States, like Virginia, Georgia, and Mississippi there is a culture of discrimination against African Americans by the predominantly white people. These cases will not disappear overnight and, as such, more methods for preventing workplace discrimination need to be implemented.

Conclusion

As globalization and multiculturalism have become a synonym for aspects of the global market, businesses must respond to the most diverse consumer and cultural demographics, to which you are selling their products and services. A company that is in the form of diverse employees demographic information (in this case) there is a danger, not to understand the quirks and standards in certain markets, the ill-equipped in the creation of a marketing and sales strategy, the very likely to negative consequences for the company, both in terms of the number of products sold and the degree of market penetration. Taking into account these factors to be taken into consideration, the manager must try, a certain degree of age-related differences in the employees you hire. This enables the creation of unique product concepts, strategies, and marketing mix on the basis of the positions and background of this diversified workforce.

List of References

Dam, K 2008, ‘the daily working environment and resistance to organizational change: the role of the Leader-Member exchange, development, climate and change characteristics”, applied psychology, vol. 57, No. 2, P. 313-334.

Grossman, RJ 2013, “Investing in older workers. (Cover story) “, HR Magazine, Vol. 58, No. 8, P. 20-25.

Heather, S, Kevin, B, & Jitendra, M 2013, ‘the discrimination in the workplace”, progress in Management, Vol. 6, No. 2, P. 3-9.

Joslin, F, waters, L, and Dudgeon, P 2010, ‘perception of the acceptability and labor standards as predictors of work attitudes and behavior and employee psychological distress after an internal merger, Journal of Management psychology, vol. 25, No. 1, P. 22-43 Fully Automatic block-machine.

Merriam, S 2009, ‘qualitative research in practice: Examples for discussion and analysis (book) “, adult education, 13, 4, p. 32-33 Oreg, S, and Cornell, U 2003, “Dept of Organizational Behavior”, Journal of Applied Psychology, vol. 88, No. 4, P. 680-693.

REIO Jr. , T, & Sutton, F 2006, “employers assess competence and workplace adaptation” ), Human Resource Development Quarterly, vol. 17, No. 3, P. 305-324.

Strebel, P 1996, ‘Why employees resist change? “, Harvard Business Review, vol. 74, No. 3, P. 86-92 86-92 86-92 86-92 86-92 86-92 86-92.

Yang YangKonrad, AM 2011, “Understanding Diversity Management Practices: Impact of institutional theory and Resource-Based theory’, Group & Organization Management, vol. 36, No. 1, P. 6-38 6-38 6-38.

Van Dijk, R, & Van Dick, R 2009, ‘Navigating organizational change: Change Management, Staff resistance and work-based identities’, Journal of Change Management, Vol. 9, No 2, p. 143-163.

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