What factors had caused resistance in change among J.P. Mills employees?

Techniques to Manage Change

It has been observed in many cases that people do resist adopting change due to several reasons and that’s why major changes made by any organization get failed. This is what was about to happen in this case of J.P. Mills. One of the major reasons behind resistance to change is fear. This fear is actually linked to the fact that new change may be difficult to adopt, and if they will not be able to adapt to change, then they may lose their jobs. This fear of something unknown crept in the minds of employees of J.P. Mills, who starting showing resistance to change.  The other bad thing that made the situation more worst was rumor that people, who will be selected for computer course; they will ultimately will be removed from the job. A fear was circulating amongst employees that change of strategy by management is something impossible to achieve, and when existing employees will not be able to understand things given in these computer courses, and then they will be removed from the jobs, and maybe new employees will be hired, who have better knowledge regarding using computers etc.

Tushar was one of the employees, who also feared the same thing and he started working more hours to make sure that he does not lose his job. But actually, he was uneasy and feeling the fear of losing job due to new changes being made in the company. On the other hand, the reality was that company has felt that they have to change their business strategy to keep competing well in a changing business environment, where focus of customers is going towards readymade clothing rather using unstitched clothes. So, they decided to make joint venture with another firm so that a manufacturing unit is established in India to create these readymade clothes for their customers, and market share can be increased in this business. But this strategy and change was not communicated well with the employees, so they were resistant to change and had no clue that what is going to happen in next stage.

Could you suggest any other way of handling the above situation? Why?

The case revealed the fact that change in strategy was not properly communicated to employees of J.P. Mills and that’s why every employee was uncertain about their future in the organization like Tushar. But case also revealed that when Tushar’s name was selected for the computer course, and when he met Viresh, P.A to the Personnel Manager, the scenario totally changed. Tushar’s fear was gone once he listened to Viresh that in new organizational set-up, a lot of work will be handled through computers, so company wants its employees to get hands on experience that how computer will be used in different processes. It was evident that computer courses were not a way to remove existing employees; rather it was a method to improve the knowledge and skills of its employees so that they can effectively work in the new organizational set-up. The information conveyed to Tushar through Viresh is something, which should have been given to each employee. The organization could have managed the situation more effectively by arranging a session for employees, where all new changes should have been described to them, and they should have also been explained that why computer curses will be started for few employees etc. This prior and proper information and communication would have stopped any rumors as well as fear of employees that they are being removed due to new changes made in strategy. It is a lesson for every other organization that when they are looking to adopt any major change in their business processes and techniques, then all stakeholders should be taken on board, so that they can understand the reason for change and may not resist that change in any particular manner.