Answer 3 for LDR 615 What types of obstacles/objections do leaders face from stakeholders when implementing change within an organization?
What types of obstacles/objections do leaders face from stakeholders when implementing change within an organization?
Leaders often encounter obstacles from stakeholders when seeking to adopt change within the organization. These obstacles can be categorized as individual factors, interpersonal factors and organizational factors. The individual factors that can be obstacles to change relate to the personal attitudes and personality of the nurses (Cheraghi et al., 2023). Resistance to change often results from negative feelings concerning the change including mistrust, fear, doubt and uncertainty (Khokhar & Akhlaq, 2022). Resistance to change is also indirectly impacted by an employee’s emotions and personality attributes. For instance, pessimism is a personality attribute that can lead to an adverse attitude toward change. Employees also can feel insecure and have low motivation to adopt change. Employees might also have a lack of readiness to accept change. There are interpersonal factors including communication barriers which impede adoption, quality and change sustainability. The communication quality is based on the information provided and its quality. Change implementation can be impeded by inappropriate cross-functional and vertical communication during various implementation phases (Cheraghi et al., 2023). Lastly, there are also organizational factors which can be categorized into structural factors, organizational values and management factors. In this case, there is resistance to change due to the inflexibility of employees and the tendency to reinforce the existing status.
There are various strategies organizations can employ to address the obstacles to change and promote effective change. The management should ensure clarification of goals and determine how it can benefit all stakeholders (Onyekwere et al., 2023). There is also a need to listen to objectives and determine strategies to address them. The management should also invest in building consensus among the stakeholders instead of bulldozing dissenters (Onyekwere et al., 2023). Lastly, there is also the need to consider feedback from the stakeholders which helps navigate through obstacles.
References
Cheraghi, R., Ebrahimi, H., Kheibar, N., & Sahebihagh, M. H. (2023). Reasons for resistance to change in nursing: An integrative review. BMC Nursing, 22(1). https://doi.org/10.1186/s12912-023-01460-0
Khokhar, R., & Akhlaq, A. (2022). The barriers to and facilitators of Sustainable Organizational Change. Journal of Business and Social Review in Emerging Economies, 8(2), 469–480. https://doi.org/10.26710/jbsee.v8i2.2334
Onyekwere, L. A., Ogona, I. K., & Ololube, N. P. (2023). Leadership and management of change in organizations. South Asian Research Journal of Humanities and Social Sciences, 5(03), 96–106. https://doi.org/10.36346/sarjhss.2023.v05i03.012
