IMPACT OF RESISTANCE TO ORGANIZATION change on the survial and success of bussiness organization in Sudan

Abstract

This study investigates the impact of resistance to organization change on the survival and success of business organizations in Sudan. The study has been conducted in beverage sectors in Khartoum State; namely Coca Cola, Pasgianos and Nile Factory- STIM. The total number of study population in the sample study is estimated to 950 individuals. The study is based on a convenient and random sample selection. The sample consists of 144 individuals' from the senior administrations that have management roles and workers and employees from the low administration levels. Two types of questionnaires have been developed, the first questionnaire including several questions intended for the individuals from the higher administration level, while the second questionnaire is intended for the individuals from low administration levels. It has been hypothesized that: the top management of beverages companies are aware of the resistance to change by the employees. there is a correlation of statistical significance between the importance of change and the acceptance of employees to organizational change. the fear of change of job descriptions has led to a significant resistance to the change imposed by management. the change made on the organizational structure and tasks specifications was an important factor of resistance to change. the companies in the beverages sector adopt sound scientific methods for reducing resistance to change. there is a positive response by employees to the methods adopted by management to reduce resistance to organizational change. employees of the beverages sector are more involved in the decision making process. the organization culture of the companies affects positively the attitude of the employers and workers towards change. application of new technology in the production process did not create resistance to change. The study has verified all the hypotheses and reached to the findings in which indicate that the senior managers and the workers from the low administration levels see that the organizational change is an important factor for the organization to grow and survive and that management can take further strategies to reduce the resistance to change that may take place by employees of the business organizations and it assured that there is a correlation of statistical significance between the importance of change and the acceptance of employees to organizational change. In addition to that the study has validated that the resistance to change could be minimized through undertaking clear and open communication strategies by the management such as delivering more information about any change that might be considered; delivering of change plans and the respective objectives to the employees, moreover, participation of individuals or employees from all organizational levels in decision making process would help much in making the organizational change possible, and remove all possible causes (Fear, extra job responsibilities, job insecurity, etc….) of the resistance to change by employees. The study is also reached to the fact that provision of appropriate training programs for the individuals and employees in business organizations in which change is inevitable would also help in making the employees to cooperate with management of organizations and may encourage them to provide the needed support to make the change happened. However, in the same track of resistance to change, the study has concluded that new applications and technologies that will be developed within organizations must be carefully planned by management and ensure adequate training is arranged for the relative human resources so that to help in addressing the issue of resistance to change and allow organizations to grow, survive and succeed within the change climates. Finally, the study has appeared a profound concern on the importance of the organizational cultures and its critical impact in adjustment of employees' mode and behaviors and their positive attitudes to respond to change in business organizations.