Mosin I.
Suchkova M.
Tsygankova E.
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Resistance to change is the action taken by individuals and groups when they perceive that a change that is occurring as a threat to them. It is difficult for organizations to avoid change, as new ideas promote growth for them and their members [1]. Change occurs for many reasons such as new staff roles; increases or decreases in funding; acquisition of new technology; new missions, vision or goals; and to reach new members or clients. Changes can create new opportunities, but are often met with criticism from resistant individuals within the group. [2]
To substantiate the measures to reduce the employees of trading company resistance to possible changes the research was conducted.
Subject of the research: Russian companies' employees, the staff of
LLC Adidas Group. 47 employees answered the request. The goal of research: the study of the causes and factors of employees resistance to the company restructuring. Methodology: personal written survey.
Too possible factors of the resistance to the changes were investigated: 1. Level of education; 2. Presence of employees community and patriotism sense to the organization, employees involvement to changes.
From these results, it is clear that the main reason for resistance to alterations is fear of change the place of work. The second one is unwillingness to change the colleagues and the third fear of wage cuts.
Analyzing the influence to stuff resistance of such factor as the level of education, its possible to make a conclusion that in the first instance employees with incomplete higher education are afraid of change the place of work, followed by a fear of the team change. First of all, it can be explained by the fact that employees with incomplete higher education consider this work as temporary, so the work place (not far from the university / from home) and the team are very important to them. For employees with higher education the reluctance to changes, the place of work is on the first line. The reasons such as decrease of wages and fear of losing status are next. In this case, the reluctance to leave the work place and the staff can be explained by the fact that usually people with higher education have been working since that time, when they were in high school and now they run his friends and colleagues, with which have been working for a long time. It stands to mention, that such factor as education does not affect the willingness or unwillingness of employees to work with new sales techniques. At the time, the workers do not be frightened of losing status, because the concerned positions are not very prestigious.
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Considering such factors as patriotism of the workers to this company, we can sum up that temporarily working employees are not afraid of anything, except of the wage reduction and overwork. Meanwhile, employees who are willing to "invest" in the work are afraid of losing their status most of all. It is worth noting, that all groups of respondents are afraid of losing the place of work. This situation can be explained by the fact that they are not confident about the future prospects under the implementation of changes.
Thus, LLC Adidas Group informs employees about the upcoming changes intelligibly enough. Through this process employees are not afraid of changes, connected with a new technique. In terms of career developing the employees should be offered the places, they were studied for (not only the lower management positions). They need to be more involved to the change decisions process. That is why the staff need to understand the future prospects.
Mainly employees are tired that the alterations happen too often, even if they are informed with them. To avoid this situation, it is necessary to test new changes in the individual stores, not in the whole company.
References:
1. .. : / .., .. .: - , 2014. 304 .
2. Thomas R. Harvey, Elizabeth A. Broyles. Resistance to Change: A Guide to Harnessing Its Positive Power Rowman & Littlefield Education, 2010.
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