Considerations Regarding Aspects of Resistance to Change Within an Organization

The article addresses the process of adapting to organizational change, people need to change and acquire new knowledge, absorb more information, cope with new tasks, improve their skill levels, and many times also need to change their work habits, values and attitudes. Changing values and attitudes is critical to successful organizational change. Motivation for change must come from the assumption that success depends on the need for change. This requires managers to make employees feel uncomfortable in certain situations to encourage them to try new behaviours in the company.

In this context, change management is an essential component in company success, which is why the literature describing the success initiatives of change management is increasingly extensive. The topics most studied in the literature imply resistance to change, employees’ readiness for change, leadership effectiveness, employees’ involvement, participation and commitment in change processes, and the roles and skills required for the success implementation of organizational change. The purpose of this study in which I have used the bibliography method is to present two major topics discussed in the literature, namely, resistance to change and employees’ readiness for change. The article also highlights the importance of knowledge-based management, which involves using technology and data to make strategic decisions and improve organizational performance.