It is crucial to overcome employees’ resistance to change in the organization as they play a huge part in determining the organizational success due to the following reasons (Elias, 2007). First, organizational commitment. Employees who accept the change would be more committed to the organization and they would be willing to stay in the organization for a longer time, resulting in low employee turnover, which would negatively impact the organizations to spend human and financial resources on recruiting. Second, growth needs strength. Employees would have strong needs personal growth and development within the workplace, making them to work harder to achieve both personal and organizational goals and helping organization to prosper. They would respond eagerly to any opportunities given to them and work harder to excel on them.
Third, locus of control. Employees would perceive that they remain to have control over the organization, even only a small extent as they have accepted the change and been engaged in the change. They would think they are a part of the organization and work harder to make the organization grow. Fourth, internal work motivation. Employees would be motivated to enjoy their job and they are willing to develop skills and knowledges voluntarily. They are always seeking for new experiences and goals rather than just focused on the pay check. A motivated employees would always be enthusiastic to take up new tasks and complete them in a good manner.
Elias, S. M. (2007). Employee commitment in times of change: Assessing the importance of attitudes toward organizational change. Journal of Management, 35(1), pp.37-55.
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