The Dynamics of Change

Name: The Dynamics of Change
Author: Rae Dixon

Change is inevitable and often disruptive to team members in a professional environment. In this course, you’ll gain a better understanding of the kinds of…

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Let's go over the main reasons why employees resist change and some of the forms that resistance can take. We'll also examine the differences between expected and unexpected changes and the range of changes that can impact your organization. Change can be challenging for both leaders and employees, and resistance to it is understandable, regardless of degree or level. For employees, change can generate uncertainty, disruption, or even fear. In his article, Organizational Change: 8 Reasons Why People Resist Change, Robert Tanner, founder and principal consultant of Business Consulting Solutions, outlined several key reasons for change resistance. They are, loss of status or job security, poorly aligned reward systems, surprise or fear of the unknown, peer pressure, a climate of mistrust, organizational politics, fear of failure, and faulty implementation. Whatever the reasons why employees resist changes, or whether those changes are internally or externally driven, leaders must be prepared to address them with their teams and provide solutions. According to Peter Northouse's book, Leadership: Theory and Practice, leadership communication is essential, regardless of the type of change. For example, leaders who are open and transparent about change tend to have less employee resistance. Northouse also suggests that leaders who are assertive yet approachable in their communication with employees develop a more trusting and inclusive workplace. Internal changes emanate from the company itself, while the competitive marketplace it operates within influences external changes. Examples of internal change might be new policies, procedures, staff hires, leadership, or organizational structure. External change factors might include a competitor's strategic direction, a new product or service introduced to the market, a merger or acquisition, a change in federal regulation, or an unexpected environmental or health disaster, such as a pandemic. When change takes place, it can affect internal operations and external relationships and vice-versa. For example, a workforce downsizing is an internally implemented change, but the company's decision to reduce its workforce may be driven by external factors, such as loss of market share or the need to outsource jobs overseas to remain competitive. Either way, any workforce reduction is likely to prompt employee resistance, skepticism, and uncertainty. Ultimately, leaders need to be transparent and collaborative with their employees in addressing any change if they want to create change-ready teams.

Advanced Provider : Rae Dixon 4 Lessons · 12m in Arabic, German, English, Spanish, French, Portuguese, Chinese

Course Description

Change is inevitable and often disruptive to team members in a professional environment. In this course, you’ll gain a better understanding of the kinds of change that can affect employees and learn how resistance can develop as a result. This course can help you prepare for change and support employees throughout the transition process.

What You'll Learn

Understand how resistance to change develops among employees
Recognize the difference between expected and unexpected changes
Examine different levels of change and the effects they have
Identify active and passive forms of resistance to change
Prepare for change and support employees throughout the transition process

Key Takeaways

Change is inevitable and often disruptive to team members in a professional environment.
Resistance can develop as a result of the kinds of change that affect employees.
Change can be either expected or unexpected, and these types differ.
Change occurs at different levels, each producing different effects.
Resistance to change can take both active and passive forms.

Frequently Asked Questions

What will I learn in The Dynamics of Change?

You will gain a better understanding of the kinds of change that can affect employees, learn how resistance can develop, recognize the difference between expected and unexpected changes, examine different levels of change and their effects, and identify active and passive resistance to change.

Who is this course for?

This course can help anyone who needs to prepare for change and support employees throughout the transition process in a professional environment.

What topics are covered in the lessons?

The course covers Resistance to Change, Expected and Unexpected Change, The Range of Change, and Active and Passive Resistance.

Why does this course focus on resistance to change?

Because change is inevitable and often disruptive to team members, and resistance can develop as a result; the course helps you understand and identify both active and passive resistance.

Professional Certifications and Continuing Education Units (CEUs)

Society for Human Resource Management (SHRM®)

Professional Development Credits (PDCs): 0.25

Certification Program Categories:

Leadership & NavigationBusiness AcumenConsultationGlobal MindsetEthical PracticeRelationship ManagementAnalytical AptitudeCommunicationDiversity, Equity & Inclusion

KnowledgeCity is approved by SHRM as a Recertification General Provider to offer SHRM-CP or SHRM-SCP professional development credits (PDCs). By taking the courses approved by SHRM, KnowledgeCity can award SHRM Professional Development Credits (PDCs) for HR knowledge and competency programs related to the SHRM Body of Applied Skills and Knowledge™ (the SHRM BASK™).