In this paper I have researched methods of minimizing resistance to change, diagnosed Richland County Family Court’s level of resistance, and constructed a solid communication plan to address resistance to my change management initiative.
Section III: Resistance and Communication
Reasons for Resistance to Change
For resistance to change, different approaches and reasons act as the influencing factors. One of the major reasons is poor communication ( Nese,2014). As information passes through the various departments in the organization, some employees tend to distort the information. The information distortion occurs because, the organizations has plans to conduct several changes in the organization. The result is that poor communication triggers the resistance to change seeing that the employees in the organization do not get clarified information about the changes. Also, misunderstanding of the reason for changes influences the resistance to changes. When employees in the organization do not understand the need for changes, they tend to resist the changes (Hodges & Gill, 2014). Moreover, they feel that the changes are unnecessary seeing that they do not understand the need for changes. Hence, when the need for change is not clear, it triggers resistance to change in a given organization. Lack of competency also enhances the resistance to changes in the organization. For example, when the management decides to change the employment protocol and job fields, some employees feel that the changes will be a threat to their competency. Moreover, some employees are not competent enough to cover complex activities in the organization. The incompetence triggers resistance to change seeing that the employees fear to lose their jobs. Also, fear of the unknown contributes to changes resistance in an organization.

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A large number of employees have adapted to the older ways of the organization hence never expecting any changes. Thus, the introduction of changes in the organization acts as threat seeing that; the employees neither know of the changes outcome nor what they bring along.

Potential Causes and Sources of Resistance in Richland County Family Court
Three potential causes of resistance. The power threat at the organization level is a potential cause of resistance to change in the organization. When there are change processes in the organization, some departments become powerful than others. The less powerful departments and groups feel that their role in the organization is diminished (Roy, 2013). Also, the departments feel that their power in the organization is losing effect hence resistance to change. Also, fear of one’s power loss in an organization causes resistance to change. The highest members of the management in an organization do not want to lose their position due to the changes. Also, they do not expect their power being transferred from them to their juniors hence the being a potential cause of change resistance. Allocation of resources is also a potential cause of changes resistance (Hodges & Gill, 2014). The resources allocation can influence changes resistance with the fact that; the changes process can cause changes in the resources allocation. For example, different departments can be allocated more resources while other departments get little resources. Hence, the reallocation of resources acts as a potential cause of changes resistance.

Three potential sources of resistance. One of the major potential sources of resistance to change in an organization is insecure behaviors of employees in the organization. Insecurity defines the uncertainty of people working in an organization seeing that they do not know the implications of the changes (John, 2007). The reason is that a large number of employees have been working on a single environment for a period. Also, the introduction of a new environment by the changes feels like being subjected to harsh working conditions in the organization. Unexpected repercussions are also potential sources of resistance to change. The argument on the repercussion issues is that the organization functions through systems. The introduction of changes will trigger alteration of the systems hence amounting to unanticipated repercussions. The repercussions are that; they act as potential sources of changes resistance. Also, inconvenience of the changes is also a potential source of resistance. Both physical and mental energy is applied to adopt the new systems that the come along with the changes. The result is that various employees feel exploited by the changes and do not want to adopt to them neither be part of the changes. Moreover, learning new techniques to operate under the new changes is a waste time.

Plan for Minimizing Possible Resistance to Change Management Plan
Resistance in every organization is an economic threat. Hence, one has to develop a plan to mitigate the resistance to changes. The first approach is involving the employees in the decision making of the changes to take place. The decision making enhances creation of a convenient project and approach to the changes hence coming up with a concrete conclusion. Also, clarity of the changes will mitigate the changes’ resistance. Moreover, proper communication will minimize the possible resistance to change. When information is accurately conveyed to the various departments in the organization concerning the changes, the resistance will be minimized seeing that the changes’ intentions will be understood by every employee.

Relationship between Resistance to Change and Communication
The relationship between resistance to change and communication is based on how the resistance is influenced by the different communication strategies. The relation is argued in two different ways in that; good communication in an organization influences understanding of the changes hence minimizing resistance. However, poor communication will be a boost to the resistance of changes.

Three Communication Strategies
Communication is both effective and ineffective according to who is addressing the given audience and the type of audience being addressed. However, effective communication has several strategies. These strategies are expressive, well-reasoned and specific. Expressive strategy is where the speaker expresses oneself to an audience for identification purposes. Specific strategy is where the speaker goes straight to the point that one wants to drive home. Well, reasoned communication strategy explains the understanding of the speaker’s information and the response from the people being addressed.

One Communication Strategy that would apply to Richland County Family Court
The expressive strategy is the most appropriate strategy that the organization should apply. The strategy will enhance expression of the most important points that are being addressed by the changes to prevent the resistance.

Communication Plan for Change Initiative for Nepotism
According to Richland County employee handbook, nepotism is employing, hiring, transferring or promoting of immediate family into the same department or same place of work (Human resources, 2013). However, in the employment industry, management do employ the nepotism policy to enhance the prevention of its practice. According to Richland County employee handbook, the policy states that, if two employees working in the same organization become married to each other; the employee whose budget is lower can be removed from the organization (Human resources, 2013). The best communication plan for nepotism policy is the use of the communication strategies. The strategies as outlined above will enhance clarity of the policy, control the guidelines of the policy hence promote a clear understanding and functioning of the policy.

    References
  • Hodges, J., & Gill, R. (2014). Sustaining change in organizations. Thousand Oaks, CA: Sage.
  • Nese S. (2014). The Role of Corporate Communication and Perception of Justice During Organizational Change Process. Business and Economics Research Journal Vol. 5 No. 4 pg. 143-166
  • Roy K. (2013). LEADERSHIP EXCELLENCE. Communicate your Vision. Retrieved from www.fireEngineering.com
  • John P. K. (2007). Leadership Change. Why Transformational Efforts Fail. Harvard Business Review
  • Richland county employee handbook. (November 8, 2013). Columbia, SC: Richland County