Table of Contents
Analysing Resistance to Change in the Oil Industry 2
Background Information 4
Research question 5
Aims and Objectives 5
Main Objective 5
Specific objectives 5
Expected Outcomes 6
Literature review 6
Reasons behind resistance to change 6
Trends influencing change resistance 7
Strategies used to avert resistance to change 7
Gap in the existing literature 8
Plan for the research 9
The dynamics involved in the modern corporate sector in aspects such as technology and operational strategies prompts organizations to consider regular change across various realms. Organizational management has been noted as the key factor behind a successful implementation of change strategies. However, there are challenges regarding the introduction of change in the corporate sector. One of the most popular challenges is resistance by various stakeholders in the company. Notably, most of the employees prefer operating in their old ways which mean little or no growth in the business. The management of any organization is therefore tasked with ensuring a successful change implementation while avoiding possible resistance. This research proposal is based on examining the reasons behind resistance to change while considering the modern global trends affecting the corporate realm. Further, some of the objectives of the study entail identifying the reasons for change resistance in the modern organizations while establishing ways in which these changes can be averted. Another objective is examining the role of the management in change resistance and its mitigation. This proposal suggests exploring some of the existing literature while identifying gaps in the present studies. The methodology of the study is also presented which takes into consideration the mixed approach. Finally is the aspect of planning and scheduling of the entire research which will take seven months.
Change is imperative if the success and profitability of a company are to be achieved. In the modern world, change is used to address various dynamics among them marketing strategies and technology. A key factor in this era is that organizations that fail to implement change in their operations are faced with the risk of losing market share, customers and redundancy in the reduced profits (Tudor, 2013). It is also a dire situation for any organization to continuously incur losses thus the need to keep on developing new and improved strategies. While change can be implemented across all realms of business including production and marketing, it is important to acknowledge the importance of organizational culture and structure in ensuring successful implementation of change. Global trends also entail recognizing the importance of environment sustainability (Benn, Dunphy & Groffiths, 2014). At this time when the world is growing more conscious regarding emission of greenhouse gases, it is essential that companies especially those dealing with production alter their processes to ensure environment sustainability (Lindmark & Acar, 2015). As a matter of fact, there have been legal factors that ensure organizations mitigate the emission of hazardous gases to the atmosphere. With this regards, it is suggested that change in the technological systems be implemented to ensure efficient production and manufacturing process. The oil industry is one of the sectors hit by this requirement to ensure a sustainable environment through its effluents both in the air and sea. Notably, the oil industry has been identified as the major cause of the challenges in the environment. While the greenhouse gases are the major courses of global warming and climate change, effluents directed to the sea affect the aquatic life which is also covered in the environment sustainability.
According to Austin & Ciaassen (2008) staff receptivity remains a major factor behind change resistance. In most cases, change must be induced by the management, and to some extent, the human nature naturally considers pushing for change. However, when the change is viewed to pose a challenge to professional practice, identity or status of the workers, most of them will consider resisting it. Regarding Angola oil industry, one of the largest in sub-Saharan Africa, some of the changes include restructuring of the Sonangol, the body responsible for running the oil corporation. This, therefore, means that the employees will also be affected in various ways among them strict working policies and legislations. As noted by Silva and Frazao (2014), there is needed to change the Angolan Upstream regulatory model. It is certain that most of the workers will not embrace the changes as they affect their operations while adjusting their working (Girones et al., 2013). Once the new policies take effect, it will mean more commitment by the employees which may also face resistance.
Although change should be embraced in every organization irrespective of the product or services, there is need to ensure it is implemented effectively to avert a possible issue of resistance. Some of these changes have been identified to affect the workability of the employees. For instance, a strategic marketing plan that would be aimed at improving the number of products and services being offered by a company would touch on the work schedule of the employees (Umble, 2014). Examples of prompts that the workers may be subjected to would include spending more time at work which means reduced free period. Considering another change aspect such as technological advancement, most workers would fear losing their jobs as a result of the fast and efficient services. In the modern world, one of the core technological advancement is the development of systems and machines that improve not only the quality of products and services but also those that ensure most of the tasks are handled at a required rate (Klonek, Lehmann & Klauffeld, 2014). This would, therefore, mean losing of jobs and salaries reduction. Considering these two examples, employees may reject the change being implemented in the respective organization. Various scholars have developed strategies that are aimed at averting the reasons behind resistance to change. However, the effectiveness of these strategies has not been successful as a result of complexities and employees receptivity (Klonek, Lehmann & Kauffeld. According to many researchers, communication still exists as the core reason behind resistance to change among other factors such as efficacy, competence, and receptivity.
In the oil industry particularly in sub-Saharan Africa, several issues have been identified to be the core factors behind the change. As noted in the Angola national oil corporation, change has been proposed not only to the workers but also to the management (Vines, 2016). It is important to state that despite the success of a company, resistance to change may be a core factor behind its failure. Another considering factor in the modern world is working with competent employees while ensuring regular adjustments to include young individuals. Young and passionate staffs not only work efficiently but also have extra skills that are essential to the success of an organization. Most of the industries that were found more than three decades ago are faced with the issue of old and out-dated systems as well as aged workers (Alyesson & Syeningsson, 2015). As a matter of fact, the modern world is characterized by fresh and numerous graduates annually who are seeking job placement but in vain. This has been attributed to the aged employees remaining in the industries for considerably long time while considering factors such as job security. With this regard, multinational organizations have ended up failing as a result of reduced quality in services and products. It has therefore become a dire situation for organizations to continue facing losses and failure as a result of resistance to change (Barros & Antunes, 2014). Additionally, there are concerns over domineering of particular industries in a certain sector while others are still struggling to attain their objectives and goals. I am also concerned also on what the world needs to do to address the issue of unemployment among the young generation while relating it to change resistance.
This study, therefore, addresses the issue of resistance to change and in particular various reasons that have been proposed for the resistance. This research will also address three main questions including;
Is it possible to avert the identified reasons for change resistance?
What is the impact of global trends on resistance to change?
What is the role of management and leadership in mitigating change resistance?
While basing this study on the oil industry, this research will, therefore, base these three questions in this sector and in particular the Angola Oil Industry.
Aims and ObjectivesMain ObjectiveTo understand the reasons behind resistance to change in the modern world and how to avert them
To establish the core reasons behind resistance to change and in particular the Angolan National Oil Industry
To understand some of the ways in which these reasons can be averted
To establish the effects of global trends in change resistance
To determine the importance of management and leadership in change management and resistance
Through this study, it will be possible to develop some of the reasons behind change resistance and in particular the oil industry in the modern world. Also, some of the strategies that can be used to address the issues of change will be developed. Notably, the Angolan National Oil Corporation has been faced with the requirement to implement change from the management to the technology being used based on legal factors, and environment sustainability. Through this study, it will be possible to develop improved strategies that can be used to avert possible reasons behind change resistance. Additionally, it will be possible to ensure the strategies that have been proposed to the governing body of Angola National Corporation will be effectively implemented. While considering the global trends, this research will propose amicable solutions that are in line with these changes since the current studies address the issue of resistance to change are based on the earlier ages. Therefore this study will contribute amicably to the research while being a source by other companies to avert possible situations and reasons of resistance to change.
Reasons behind resistance to change
Various scholars have been developed to describe the reasons behind resistance to change. According to Austin and Ciaassen (2008), while analyzing the impact of evidence-based practice on organizational culture and culture, some of the reasons put forward for change resistance include readiness, receptivity, technical knowledge, and efficacy. While readiness describes aspects related to both the company and the workers, it can be further defined by the issues of knowledge and resources. Receptivity refers to how the workers will embrace the change. In receptivity, there is fear of losing ones job thus the need to have employment security. In most cases, the aged employees characterize t...
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