Modern organizations must be flexible to adapt to changes in macroenvironment, volatility, uncertainty and complexity. Management must be able to prepare everyone involved in order for a company to initiate changes. Changing resistance might contribute to a failure to engage personnel (Al-Haddad & Kotnour, 2015). For managing and controlling opposition, it is crucial to have a good management system. Successful firms cultivate a culture conducive to change.
Culture can influence attitudes, behavior, and outlooks that lead to change. People who are open to innovation and creative thinking tend to be more adaptable than people who prefer the status quo and bureaucracy. A culture that is effective facilitates seamless and smooth transitions to achieve the best possible conditions. Pro-change companies encourage innovation by creating an environment that fosters creativity. The open communication structure of these businesses allows horizontal, vertical, or diagonal interaction. The smooth flow of information ensures employees receive all the guidance, feedback and instructions they require to reach their goals. Corporate culture also determines how senior managers and junior employees interact. Nearly 70% of institution reform projects end in failure due to lack of support from management and opposition by the workforce (Khadgawat 2020). A lack of participation reduces the feeling of ownership in the process. As a result, employees develop negative views about the entire process. The lack of involvement means that employees have limited awareness about the effects of the change and its justification, making them less likely to participate in it. Successful cultures encourage their staff to be involved in the process, so they can understand what the purpose of the program is, how it affects them, and the benefits that will accrue for their personal and professional careers.
Because it causes disruption to my daily operations and can create uncertainty, I’m often reluctant to make changes. Participation and preparation are key to a successful change. Employees are often made redundant or laid off when large companies implement major changes. When I was in another company, many people were fired due to mergers. While the merger promises more income and greater possibilities, it also reduces the morale of those who remain. I have been more reluctant to implement and initiate change because of the chaos surrounding my job security.