Resistance to Change in the Banking Sector Report

Brief description of the project

This project is supposed to address such a problem as resistance to change in the organisation representing the banking sector. This issue has profound implications for this company because it currently tries to promote a considerable transformation of its structure and workplace procedures. In particular, this business attempts to merge some of its departments and adopt new practices that should streamline its operations. However, many of the employees are not willing to embrace them. Many of these people try to follow the previous workplace procedures, even though they do not openly express their disagreement with the new policies. In turn, the management wants to understand the underlying causes of this behaviour and find ways of resolving this problem. These issues can be better examined by conducting in-depth interviews with the workers of this company. The analysis of their responses can be important for developing recommendations that senior executive should use.

On the whole, this question is worth examining because it affects a great number of businesses presenting the financial service industry. Many business administrators want to identify the most optimal solutions to this issue (Foster, 2007, p. 91). For example, they need to identify the factors that make people more willing to accept changes. Thus, this project has significant practical implications for the work of this company. These are the main questions that should be discussed more closely.

Project rationale

The main objective of this project is to understand the origins of employees’ resistance to change and provide specific recommendations that can help this bank cope with this problem. As it has been said before, this goal can be attained by interviewing the employees of this company. This approach is useful for exploring the attitudes of these people. One should keep in mind that very often, managers do not consider the difficulties faced by the workers. This is why many of their initiatives can be rejected (Palmer, 2004). This is one of the main pitfalls that should be avoided. On the whole, this project can contribute to improving the work of this company.

Scope

It is vital to understand the limitations of this project. In particular, the recommendations can be applied to only the organisations representing the banking sector. Furthermore, the guidelines, which will be developed, can be relevant to a specific type of change, such as the transformation of structure. Yet, there are various types of organisational change; moreover, the resistance of employees can take different forms (Palmer, 2004). Therefore, the results of this project cannot be fully generalised and applied to other industries. These are some of the limitations that should be taken into consideration.

One can identify a set of business questions that should be answered:

1. What are the institutional factors that make employees more willing to accept change?
2. What are the specific barriers to the implementation of change?
3. How can the management motivate workers and prompt them to accept innovations?
4. What kind of steps should the management take to minimise their resistance to new policies?

These answers to these questions will be used for the development of guidelines that the management should use to make sure that the workers can accept changes. This is the major outcome that should be attained. Furthermore, this information can be important for shaping the long-term policies of this organisation because the management will get a better idea about employees’ responses to the initiatives of senior executives. Furthermore, one can better assess their perceptions of managerial policies. This is one of the benefits that can be distinguished.

The reasons for choosing the project

I have chosen to pursue this project because it is related to one of the most significant challenges that many businesses have to struggle with. In particular, many business administrators cannot understand why even well-intended initiatives can fail (Foster, 2007). In many cases, this situation can be explained by the fact that managers cannot properly explain the benefits of adopting innovations. Moreover, they do not always compensate employees for their improved performance. These mistakes can undermine the strategies developed by management. These are some of the points can be made.

Furthermore, the information derived during this project can be of great benefit to the organisation because the management will understand how to strengthen workers’ commitment to goals set by the management. Moreover, they will show that organisational change is critical for the sustainable functioning of this company. Finally, they will be able to demonstrate the benefits of adopting new practices. These are some of the main issues that can be singled out.

Overall, this project will be important for my professional development. I may be responsible for implementing various changes at different organisational levels. Therefore, this experience will be of great value to me since I will be better prepared for various challenges. These are the main details that can be singled out.

Such a topic as resistance to change has been of great interest to me because this issue can have profound implications for the work of many businesses. Nevertheless, I have not completed any papers on this particular topic. Still, this assignment is of great interest to me.

Reference List

Foster, R. (2007). Individual Resistance, Organizational Justice, and Employee Commitment to Planned Organizational Change. New York, NY: ProQuest.

Palmer, B. (2004). Making Change Work: Practical Tools for Overcoming Human Resistance to Change. New York, NY: ASQ Quality Press.