IntroductionChange is inevitable, but there are different factors causing change resistance within an organization. Resistance to change refer to the unwillingness to adapt to new ways of doing things. It can be manifested in one employee or the entire workplace. Moreover, it is the most unsolved and recalcitrant facing the business executives. This paper proposes specific tactics resisters can employ to thwart change efforts.Tactics used by resistors to thwart change efforts and their organizational impactsResistors to change usually employ different tactics to oppose the proposed organizational changes, including waging pressure on the organization leaders through lockouts and strikes. The resistors also might go into procession against the company leading to a forced work stoppage. Despite the work stoppage, the resistors may decide not to report to their duties. This is whereby they fail to report to work due to the stress and low morale they experience due to . In a real sense, intentional absenteeism significantly impacts the organizational operations whereby it causes unexpected stoppage of production activities leading to reduced efficiency and output levels among the employees. This results in decreased sales and low profit for the corporate business. Conversely, some resisters may remain absent from work, aiming to have a joint meeting at a particular place to discuss the projected change and how to manage it. This is a waste of time and organizational resources since the forum is intended to discuss things that do not benefit the business.On the other hand, resistors can thwart organizational change by of the projected change. For instance, they can the corporate acts that they are opposing. This negatively impacts the organization, damaging its brand name and reputation, which took too long to establish.What leaders can do to mitigate resisters to changeConsidering the negative impacts of the resistance to change process, organizational leaders must to ensure that the negative consequences do not affect the organization’s operations. First, the leaders should understand these effects and know how to address them. Reaction to change is for all human beings, but establishing significant modification management can help mitigate the change. This can be established by ensuring that the employees are engaged in the change process. Secondly, the organization leaders should clearly communicate the purpose of change and how it will impact the workers and benefit them. Such a strategy will help prevent resistance to change from taking place.Third, leaders should be prepared to manage and reinforce change when it occurs within the organizational setting. Therefore, they should have a well-developed plan to manage change resistance. This equips them with significant ways to comprehend and address resistance. Lastly, leaders can introduce coercion since it is sometimes wise to coerce employees into accepting change. One of the techniques of establishing change is wielding the threat of disciplinary action while encouraging employees to adhere to the set behaviors and actions.ConclusionIn conclusion, employees should always be ready for organizational change, given that change is inevitable and helps improve organizational performance. However, resistors to change use different tactics, including waging pressure, procession against the company, and failing to report to work. Therefore, it is the role of the organizational managers to establish multiple strategies that will help mitigate the resisters to change. The techniques include understanding the effects caused by resistance to change and how to address them.
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