Delta Airlines’ Change Management and Resistance

Interpret the potential causes of resistance in the organization

Delta Airlines is one of the oldest operating airlines in America. The company plans to introduce new changes in its organizations to remain competitive in the industry (Dess & Lumpkin, 2014). Notably, it is very hard for the airlines to evade change. Through the intended changes, the firm can adopt innovative ideas that will boost its growth. Similarly, changes in the airlines will lead to acquisitions of new technologies, clients, and possibly employees. Through this, the company will be able to gain a competitive advantage in the airline industry and increase its productivity. Despite the associated advantages, it should be noted that the implementation of the changes would be met with resistance from the employees (Dess & Lumpkin, 2014). The potential causes of the resistance in Delta Airlines are fear of the unknown, poor communication, self-interest, feeling excluded, loss of job security, mistrust, bad timing, and personal predisposition towards change.

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Potential causes of resistance to your change plan

The proposed amendments in the airlines are going to be affected by the above resistances. Three causes of oppositions identified are fear of the unknown, poor communication, and mistrust (Forsyth, 2012). If the planned amendments are implemented without informing the stakeholders about their benefits and effects, resistance will be unavoidable because of fear of the unknown.

The stakeholder may also oppose the planned changes due to mistrust. If the changes are going to be spearheaded by managers or employees who are not trusted by the employees, changes will be inevitable. For instance, if new managers who have not earned the confidence of the workers are mandated to oversee the processes they amendments will be met with massive resistance.

Similarly, the intended changes may face opposition due to poor communication. As such, information that triggered the planned changes, the importance of changes, and their effects should be communicated to all employees before the amendments are initiated (Forsyth, 2012). Also, the employees should be allowed to voice their views about the changes. Failure to implement good communication before the alterations will result in opposition to change.

Potential sources of resistance to your change plan

The three possible sources of the above resistance are employees, management team, and the stakeholders. The workers will oppose the planned the proposed amendments if the management team fails to inform them of the effects of the alterations. Similarly, the employees will resist the changes due to fear of the unknown. Middle-level managers and supervisors may oppose the planned change if they are not adequately informed about the benefits and effects of the amendments. Just like the employees, this management group should be thoroughly informed about the alterations before the changes are affected because they are going to play a crucial role towards the success of the initiatives (Forsyth, 2012). The stakeholders may also be a source of resistance to change. If they are not adequately informed about how the changes will benefit their investments, they may refuse to fund the planned changes.

A plan for minimizing possible resistance to change

To reduce the potential resistance to amendments in the airlines, those mandated to oversee the program should be timely, implement effective communication strategy, assess the readiness for change, and involve the employees. By accessing the organization’s readiness for change, the executive will be able to identify when and how the alterations are to be executed. Through this, they will be able to publicize the looming changes at the right time.

By establishing an effective communication strategy, the executive will be able to communicate with the employees and the stakeholders about the benefits and effects of the impending changes. The executive will also be able to get feedback from the employees and the stakeholders about recommendations that lead to effective implantation of the changes.

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Similarly, the plan will involve the employees in implementing the proposed amendments. The above will be done by asking their recommendations and integrating their ideas in the change plan. If the employees are involved in change management, they will understand and embrace the reasons for the planned changes. By being allowed to get involved, the workers will feel a sense of liability and proprietorship for particular portions of amendment initiative and be champions of the proposed modifications.

Relationship between resistance to change and communication

As indicated above, communication is a very vital component towards a successful implementation of change. An effectively planned communication program is necessary for the execution of change because through it workers and relevant stakeholders will be notified of the impending amendments (Baack, 2008). Thus, the above enlightening relationship of communication will influence worker willingness and approval for the change.

Evaluate three communication strategies

A communications strategy is a plan that indicates how the information will be swapped. Delta Airlines will utilize three communication strategies. They are verbal, nonverbal, and visual (Baack, 2008). Verbal approaches will comprise of written and oral communication. Printed strategies include e-mail, SMS, and chat. Verbal strategies involve oral talks, phone calls, video calls, and face-to-face conversations.

Nonverbal communication approaches comprise of visual signals like gestures and facial expressions, and tonal variations (Baack, 2008). Visual communication policies include emblems, webpages, and photographs. They can be used in the organization to attract attention and offer documentation.

Recommend one communication strategy that would apply to Delta Airlines

Verbal communication will be very effective for Delta Airlines. The strategy will enable the company to utilize emails, memos, oral talks, and face-to-face communication to inform the employees about the impending changes.

Why this communication strategy is best for Delta Airlines

The above approach will be suited for Delta Airlines. The company has over 80,000 workers worldwide (Jones, 2013). Therefore, the most effective communication strategy to be utilized in reaching out to such vast workforce is verbal communication. The company will use emails and memos to inform the employees spread across the globe about the benefits and effects of the looming changes.

Create a solid communication plan for your change initiative

The communication plan to be utilized by Delta Airlines will detail precise purposes and events of the approaching changes. The plan will be directed by verbal communication strategy. It will be premeditated to shape obligation for the change, decrease opposition, guarantee implementation transpires. Therefore, the communication plan would comprise of means of delivery, who, when and where to convey the intended messages.

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Recommend two strategies for sustaining change

After Delta Airlines initiates the impending changes, it must adopt strategies to sustain the amendments. To achieve the above, the company should promote passion and measure and refresh the change throughout its phases of implementation (Forsyth, 2012). Generating passion ought to be a premeditated objective build into any strategy. If the executive were not passionate about the change, the employees also would not be enthusiastic about the alterations. Concerning this, the team mandated to oversee change implementation should encourage all the stakeholders to have passion in the amendments.

By continually measuring and refreshing the program, the team mandated to oversee change implementation will be able to sustain the initiatives. The strategy ensures that the progress of the program is continuously evaluated and supervised (Forsyth, 2012). Thus, breaches will be recognized to guarantee that the airline’s possessions, savings, and information are safe into the future.

Diagnose the two theories from a scholarly perspective

The theories that will be utilized in the plan are punctuated equilibrium theory and Prochaska change theory (Forsyth, 2012). Punctuated equilibrium theory suggests that firms advance through eras of incremental change and times of renovation through which the profound systems of the organization are primarily transformed. The second theory suggests that persons pass through a sequence of steps when change transpires.

Why the strategies selected, are viable for the organization

The chosen strategies are viable for Delta Airlines. As such, the policies will encourage the employees and the individuals involved in change implementation to be dedicated to the program. Through this, the employees’ assurance that the amendment is real will be boosted. They will also have trust in the program and encourage them to dedicate their time towards the success of the initiative (Forsyth, 2012). The strategies will also offer workers rules so the employers will know precisely what is anticipated of them and how to concentrate their labors for maximum realization. Similarly, the policies will encourage them to feel a portion of the change procedure and bring ultimate accomplishment.


Baack, D. (2008).The Interpersonal Communication Process. Harlow: Pearson.

Dess, G., & Lumpkin, G. (2014). Strategic Management: Creating competitive advantages (7thed.). Boston: McGraw-Hill/Irwin.

Forsyth, P. (2012). Managing change. London: Kogan Page.

Jones, G. (2013). Delta Air Lines. Charleston, S.C.: Arcadia Pub.

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