Dynamic business environment always changing
and it will never be static. These changes force the organization to always
keep pace with the trend for them to keep their position not only at the local
market but also in the global market. As the market has become fierce and
competitive, an organization that is slow in adapting and innovating will be
left behind, and worst, be obsolete. Organizational change and transformation
initiative will not only change the way the organization does business, but
also the people in that organization. Employees are also known as the knowledge
asset and human capital of the organization need to be managed effectively so
that the proposed transformation initiative can be implemented successfully.
The successful implementation of the transformation initiative depends on two
factors, first is the employees’ resistance to change and the second is the way
to overcome those resistances. The study uses the information from 200
respondents from CIMB bank branches in Shah Alam and Klang which is taken
through the distribution of questionnaires based on random sampling. The
independent variable in this study is the ways to overcome resistance to change
through the model developed by Kotter and Schlesinger which is education and
communication, participation and involvement, facilitation and support,
negotiation and agreement, manipulation and computation and explicit and
implicit coercion. The dependent
variable is successful business transformation initiative. The finding of the
study highlighted that all the independent variables have a significant
relationship towards the dependent variable. The results of this study also
suggest that organizations may use all the approaches depending on the level of
resistance and the urgency of the transformation.