Change is an unavoidable thing that isn’t undone. Humans have shown the behavior of resistance to change in doing work. Organizations require new change due to many reasons. The organization constantly requires adaptation to change. However, the employee in the organization sometimes resists adopting the change which is a big hurdle on the path of development and the success of the company. Such resistance to organizational change comes from change management.
Before you ask “write my dissertation for me”, the following are the reasons for resistance to change. Let’s give a glance at the main cause of change in the organization.
- Change in the government policies.
- Merge and acquisitions.
- Structure and business strategy change.
- The product reached the end of the life cycle.
So the reason for the resistance to change can be internal and external.
For your dissertation help, this blog will thoroughly discuss how organizational justice responds to employee resistance to change.
Meaning of resistance to change in an organization
The resistance to change is the main obstacle in the path of the development and success of the organization by means of new technology, strategies, and methodologies. Changes in the organizational structures come at daily intervals. However, the prior techniques and methods become reluctant to the individual that they bring resistance to learning and implementing new changes.
Types of the resistance to change
Types of resistance to change are as discussed below:
- Logical resistance
This type of resistance comes with the passage of time while adapting and adjusting to the change. For instance, in the movie industry, due to the advent of the talkies, the production of the movie methods had shifted to the change from silent to talkies movies. By doing so the sound engineers and filmmakers took the time to adopt the change.
- Psychological resistance
Usually, the change in the management occurs due to the psychological fear of embracing the new techniques, intolerance to change, or hatred for the management.
- Sociological resistance
Resistance doesn’t occur only to the individual but to the group of individuals. As a result, the person with the resistance factor doesn’t accept the change due to the fear of breaking ties with particular groups.
Resistance can go beyond such as it can be in the form of strikes and protests. The organization’s management takes initiative in managing the resistance by implementing organizational justice techniques to ensure productivity and as well as efficiency in the work.
Organizational justice to prevent the resistance
Organizational justice known as the perception of the employee on the action, behavior. The decision of the organization and how it has affected the behavior and attitude of the employees in the workplace.
OJ is about the matters of the organization’s behavior. This includes training, good wages, fear of treatment from the higher management, gender equality, etc. Employees can consider these things fair or unfair. As a result, these judgments can give potential harm to the workplace if employees consider it unfair.
However, an employee takes judgment on the amount they give to the company and compares it to what the company gives them back. In short, the difference between input and output.
Maintaining sound organizational justice is a crucial step for every company as it develops trust and eliminates counterproductive behavior, absenteeism, dissent, deviance, and disengagement at the workplace.
Types of organizational justice
Businesses should embrace organizational justice as an important part of the company’s culture so that they can make employees agree who are resistant to the change. By applying organizational justice, the company can have an additional level of efficiency, productivity, and success.
There are different types of organizational justice that can be implement for the sake of success. The types of organizational justice are:
- Distributive organizational justice
Distributive organization justice deals with the consideration of the employee on the outcome of their efforts. The employee is concerned about whether their efforts are fair or unfair and whether the result is dependent on the input. This means career opportunities, job security, extra wages, promotion, social approval, etc. While here input means experience, efforts, education, and training.
This problem can solve if a company offers distributive organizational justice such as communicating, enacting, and educating the employees in the company.
- Procedural organizational justice
Procedural organization justice focuses on the concern of the employee in the change adopted by the organization. They are concerned about whether the company adopting the change is fair or not. An employee accepts procedural organizational justice when they feel that their voice has been hear in the decision-making process. This procedure can be applied to daily working life, management practice as well as disciplinary hearings. Doing so gives confirmation to the employee that his presence is valued in the organization.
Procedural organization justice is more significant as compared to distributive because employees are likely to accept the unwanted new change as they believe the process adopted because of their part in the decision making. Following are the common determinants of procedural justice.
- Consistency
- Accuracy
- Neutrality
- Correct ability
- Representativeness
- Morality
- Interactional organizational justice
In interactional organizational justice, employees are concerned about whether the information handled sensitively or not to the organization about the outcome. The employees accept the interactional organizational justice when the employers or higher designated employees provide sufficient explanations. Moreover, the employers need to explain that the decision has make and all the employees will be treat with both dignity and respect.
Interactional organizational justice based on two types.
- Interpersonal justice
- Informational justice
Conclusion
It concluded how different techniques can reduce the resistance to change in organizations. It is crucial for the organization to practice organizational justice to determine the quality of social exchange between employees and employers, and between employees and their organization. Implementing organizational justice not only reduces the resistance to change but also boosts several aspects of the organization including success, decorum, and productivity. Hence, if few previous methods are present in the organizational change then it will reduce the resistance to change in the employees.
