The Organization System - Organizational Change and Stress Management Term Paper

The Organization System - Organizational Change and Stress Management - Term Paper Example Many times the change agents may lack the skills, competencies and the ability necessary for the change process. Under the circumstances, they shift the responsibility for resistance to the characteristics and attributes of change recipients (Ford, Ford, & D’Ameliao, 2008). Change agents could also incite resistance by breaking their agreements both before and during the change process leading to loss of trust. People tend to resist when they experience betrayal or injustice. This can result in negative behaviours such as stealing, lower productivity, lower quality and lack of cooperation. Change agents may fail to recognize that adjustment to change takes time. This lack of knowledge among the change agents would make them push the employees to change which can lead to frustration and resistance. Change agents may fail to involve certain people that are essential for change (Kee & Newcomer, 2008). Change agents nay fail to legitimize change; they may not be able to represent the chances of success of the change process, thereby causing resistance. However, all these factors fall under lack of change management skills and ability. Nevertheless, change agents contribute to resistance through their own shortcomings. Resistance to change can be used as change agent Resistance to change has always been criticized for hindering growth and development of an organization but Ford, Ford and D’Amelio (2008) highlight that resistance to change can be used as strengths of change. Fear is a great source of resistance as people are hesitant to change the established patterns. They believe that new patters have value but unfamiliarity causes resistance. Conversation is an important part of the change process and resistance helps keep the conversation in existence, contend Ford et al. The discussions may be negative and full of complaints but it helps keep the subject alive. This in fact is focusing on the issue of change. It helps the change agents to understan d the concerns of the recipients and also gives them an opportunity to create translations which could contribute to the expansion of change. Resistance is a form of engagement with change. When high levels of information processing goes on it can lead to scrutiny and counter arguments. These thoughtful discussions represent a significant win for the change agents as it can provide the change agents with motivated partners for change. When change recipients feel threatened by the change as they fear losing something of value in the organization, they may express their concerns. Such concerns come from those who are high in organizational identity and psychological ownership.