Experience of Change Management

HRM Personal Reflection on a Managing Change Change in any organization can be challenging, especially when there is resistance to change by employees. Effective management may help the change to be accepted and embraced and increase the potential for success (Buchanan & Huczynski, 2010). Many cases regarding change look at major changes, where there is significant disruption, but even small changes can be unsettling for employees and cause resistance. In the case used in the paper, the change was simple; a change in the shift patterns at a work place.

The employer wanted to increase the coverage by existing employees by staggering work start times. Some employees would start up to 2 hours earlier and finish earlier, others would start later and finish later, the system was designed on a rota basis, with sufficient flexibility available for any employees that had special circumstances. As a manager, the resistance to this change was something that had to be dealt with.

When did you first become aware of resistance? The announcement was made with the circulation of a memo, outlining the new system that would be introduced in four weeks time. The resistance was apparent almost immediately, as employees read the memo there were verbal grumblings, as my team members asked each other what they fought of this change, with rather unhappy looks on their face.

The resistance is also apparent during the informal conversations that took place during breaks, as employees not only express their displeasure, but also concerns regarding family or social arrangements are to be made, which may be impacted by the change. 2. What form did the resistance take? Initially, the resistance took the form of informal grumbling and conversations. It was notable as the day progressed, that the employees were less motivated, so the resistance could also be seen in the productivity levels which decreased.

Later in the day, I overheard conversations regarding what actions they might be able to take, and speculation regarding whether or not they could simply refuse to work the new shifts. It is likely, if the action discussed below had not been taken, the type of resistance faced may have escalated into a more serious and damaging type of resistance. 3.

What were your first thoughts (e.g., anger, betrayal, confusion, relief)? My first thoughts were empathy, I was also facing a similar change, and was not happy, especially as the changes were announced through a very impersonal memo, which are not provide sufficient detail regarding what changes were to occur. However, I also understood why the changes were needed, as there were staffing shortages at both the beginning and the end of the day, before the main shift started.

I also felt a high level of frustration, as the announcement of changes.