Change as a Win/lose Proposition
Resistance to Change
Implementing change in an organization can be a challenging process, especially if the employees resist it or an improper method is used. Often, change is associated with discomfort, job insecurity, mistrust, uncertainty, and stress due to fear of failure leading to resistance. When the employees resist change, it is because they perceive it as a loss proposition while gaining to their leader (Lussier & Achua, 2016). They, therefore, respond with resistance as a strategy to protect their jobs and self-interests in the company. Nonetheless, when change is viewed as a loss by the employees, the leader views it as a positive method towards making the organization better (Rick, 2015). This, therefore, creates a win-lose proposition among the leaders and their followers. An example was an instance in the organization where I worked when employees decided to resist a new technology that was introduced by the leader. The employees saw it as a threat to their jobs since a majority of them did not have the right skills to use the machine. However, the leader encouraged us that the technology was essential to improve the outcome of production. According to the leader, the technology was a win, while to the employees, it was a lose/threat proposition.
Minimizing Resistance to Change
Resistance to change can be reduced by using a task-centered strategy or people-centered strategy. The major difference between these two strategies is that the former strategy involves enabling the employees to continue using the same tasks or method of doing the task. However, during the process, the main objective, which is to initiate change in the task process, is implemented. The process should be fast to enable the employee to get accustomed to it and move forward with other objectives in the organization (Line of Sight, 2016). On the other hand, the people-centered strategy involves getting people on board by involving them in the decision-making process. At the same time, the leader can negotiate with them to accept the change (Lussier & Achua, 2016). In the end, the leader and the follower will believe that they all got to benefit from the new change in the company. For instance, the employer can decide to negotiate with the employees regarding the right step to take to use new technology in the company; one that will make things easy for everyone.
Line of Sight. (2016, Feb 2). Strategic organizational change: A simplified approach to enterprise change management. New York: Management Series Publication. Retrieved
Lussier, R.N. & Achua, C.F. (2016). Leadership theory, application and skill development. Singapore: Cengage Learning.
Rick, T. (2015, May 9). What is resistance to change. Retrieved from