One of the most common phenomena in human society is change. Nonetheless, people in society consistently oppose change. According to this theory, there is a chance that our proposed switch from a combo push locking system to a network of integrated and managed HID reader and card access control system will encounter resistance. To combat this, all of the organization's leadership will inform employees about the timing and the specifics of the proposed changes. They will also be given comprehensive justifications for the planned security system as well as its advantages. The provision of adequate information will provide all stokeholds with a proper orientation as to the need for the change, and hence the resistance posed by such parties is minimized, (Gill, 2002).
There is need to note that even when all stakeholders have been informed of the change process, some parties may still not be satisfied. Hence there is need to at this point produce prototypes the new security and carry out a visual presentation. If resistance persists, then there is need to introduce the concept of reaching a compromise. This will be achieved by getting the ideas and contributions from disagreeing parties, and their ideas could also be featured in the proposed project. The last method for handling resistance is by making opposing parties part of the team, presenting them with an insider’s view of the proposed idea hence they could understand the reason for the change, (Gill, 2002).
In conclusion, the required change of the security feature of our organization is likely to face resistance and change-related conflicts. However, this situation can be remedied by providing adequate information and bring disagreeing member on board so has to provide them with an insider’s view element of the needed of the change.
Reference
Gill, R. (2002). Change management--or change leadership?. Journal of change
management, 3(4), 307-318.
