Innovation and Change
August 2, 2015

Innovation and Change

In today’s society companies are finding that it is more demanding that they make changes in certain departments or in the entire company. Many managers are faced with the question, “How do I make successful changes?” Another issue company’s face is the resistance to changes by employees. How can a company reduce the resistance from employees? What role do human resources play in managing change? Change is a part of moving forward in the company and keeping the company successful in years to follow. To make successful changes managers, employees, and human resources need to work together in making those changes. In companies there are factors that create a need for change. Some changes are motivated from external forces, such as competition or updating technology. Other changes are motivated by internal forces, such as employee attitudes, new equipment, and redesigning of jobs. When implementing changes the person who implements those changes are called a change agent. A change agent can be a manager or a non-manager. Mangers make smaller, less drastic changes and are more cautious about the outcome. Non-managers tend to make larger, more drastic changes because they do not have to deal with the repercussion of the change (Robbins, DeCenzo, & Coulter, 2011). Once the manager or non-manager implements the changes or changes that need to take place they have to make sure that the plan is followed by employees to have the biggest chance of success.

Change is happening continuously at a rapid speed.   Employees who resist the change can actually hurt a company or organization. It is inevitable to encounter resistance as a response to major changes.   It is a natural to rush to defend the status quo when a person feels their security is threatened.   Folger & Skarlicki (1999) claim that "organizational change can generate skepticism and resistance in employees, making it sometimes difficult or...