| Abstract [eng] |
The Master's thesis analyses employee resistance to change and its management in educational institutions in order to understand its causes, its intensity and its impact on the success of change implementation. The aim of the thesis is to analyse the nature and causes of employee resistance to change and to identify possible ways and means of managing resistance in educational institutions. The theoretical part discusses the concept of change and its implications for the organisation, the importance of employee involvement in change, the causes of resistance to change in educational institutions, and management measures. The empirical part of the paper consists of quantitative and qualitative analysis using an online survey and semi-structured interviews. The relevance of the study is based on the growing importance of change in organisations, the challenges posed by employee resistance and the need to understand and manage this phenomenon. The issue - what are the main causes of staff resistance to change in educational institutions and how can they be effectively managed to ensure successful implementation of change? The subject - employee resistance to change in educational institutions. Objectives. The aim of the work was to analyse the concept of change and its implications for the organisation and employees. It was also aimed at evaluating different models of managing resistance to change. The study aimed to investigate the causes of employee resistance to change and, based on the results of the study, to provide recommendations on how to effectively manage resistance to change in educational institutions. Hypothesis. The intensity and nature of employee resistance to change in educational institutions depends on organisational culture, quality of communication and leadership style. Research methodology and methods. The study used a mixed research strategy combining quantitative and qualitative research methods. The quantitative data was collected by means of a questionnaire and analysed using descriptive statistics in MS Excel and SPSS, while the qualitative data was collected by means of interviews and analysed by means of content analysis. Study sample. The sample for the study consisted of 486 teachers working in gymnasiums in Klaipėda city. The sample was calculated according to the Paniotto formula, with the number of respondents being 219. The interviewees were selected randomly by contacting the educational institutions directly. Six informants were interviewed. The results of the study revealed that the main causes of resistance in educational institutions are uncertainty, fear of the impact of change, increased workload and ineffective communication. Older workers are more likely to experience cognitive difficulties, while middle-aged groups are more likely to face emotional challenges. Scepticism and criticism stem from unclear communication of change and lack of trust. The study showed that frequent involvement of employees in change planning and a clear explanation of the objectives and benefits significantly reduces resistance. Training, support systems and the example of management also encourage adaptation. Clear communication, consistent involvement and ensuring organisational support are key factors. Keywords: employee resistance, change management, causes of change, resistance management models, educational institutions. |
