The main reason for resistance of changes is lack of proper change management and complacency of the leaders to perform the task required from them to ensure the success of change. Lack of leadership or no leadership at all can lead to high resistance from the employees towards change. In an organization, the leaders implementing the change basically apply the orders that involve vision in accordance with the purpose of stakeholders and top management. Leaders act as the agents of change. It is a general human tendency to avoid change therefore employees would not be very excited about any changes being implemented.
As it is famously said by Robert F. Kennedy “About twenty percent of the people are against any change.” This is where the role of a leader comes in to ensure smooth change implementation by addressing the issues faced by the employees. For a successful implementation of change, it is important to address the employee’s issue. An organization can hope to have planned results from any change implementation without taking along its employees.Some of the major issues employees face is the fear of losing their jobs after implementation of the changes. The fear of unknown new environment makes them think negatively.
In organizational surroundings, any change in technology, process, products or policy would involve working smarter, streamlining, cost effectiveness, higher efficiency and faster operations. In such situations, employees perceive that their job roles are either marginalized or all together eliminated. The sense of losing their job or job profile instills them with fear and the first result of this fear is that they resist the changes. (Vakola & Nikolaou, 2005) They perceive the change as threat. It is observed that employees who have greater level of job satisfaction are able to handle the changes in a better way. Since such employees are more positive towards the management. Unhappy or dissatisfied employee would generally view the changes in a negative way.