Address the change formally
Now when all steps are taken it is finally time to conduct the change effectively and take proactive steps. In this step of managing resistance to change Posci organizational change methodology will be followed (Robbins, 2009). There are three phases of change process: preparing for the change, managing the change and reinforcing the change. In preparing for the change it is asked to make proper tasks and procedures for conducting change process. The next step will be to manage the change and make communication program (Nelson and Quick, 2010). It is very important to communicate the change with the employees because they need to become the part of the change process. Ultimately employees are the ones that are responsible for conducting the change and if they are not comfortable with the change they cannot cope up with the situation (Lawrence, 1969). The last step is to reinforce the change when finally employees have conducted the change. In this stage feedback is collected from the employees that are collected in the communication session. Through this method leaders of the change management process can evaluate the responses of the employees and they can work according to the responses of the employees and make the change process more effective (King and Anderson, 2002). These steps can be effective in the situation of TR Company and they can work for managing the change situation.
Identify the root causes of resistance to the change
Managing the resistance becomes effective when leaders and supervisors conducting the change know the symptoms of the resistance. In this way they are able to identify the weak points and then work on those points (Hussey, 2000). An example can be taken that can help in explaining this point: if supervisors identify the root causes like they know that employees are showing resistance because they fear the unknown and they are worried about their jobs. In this way leaders can communicate with the employees about this matter and make them at ease with the current situation (Bryant, 2009). This can be applied on case study and managing director of the organization needs to look into this matter.
Engage with the right managers
The last step is to engage with the right kind of managers that can work for the development of the change process. Right resistance managers of the organizations are senior leaders and middle managers of the organizations. These individuals are directly linked with the change process and they are the ones taking action about the resistance to change. It is important that senior leaders of the organization show courage to practice the change first and then demonstrate it to their employees (Bryant, 2009). These solutions are important for managing the change. Coercion can never help in accommodating the situation of change in the organization.