Resistance in Change

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  • Topic: Dependency
  • Pages : 25 (809 words )
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  • Published : May 23, 2013
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Resistance
 at
 organizational
 change
 
How
 resistance
 appears
 
 
There
 are
 various
 forms
 of
 resistance.
 It
 is
 important
 to
 know
 what
 the
 reasons
 and
 consequences
  are.
 What
 gives
 strength
 to
 resist
 and
 where
 does
 it
 come
 from?
 
  Past
 events
  Resistance
 can
 be
 the
 result
 of
 bad
 experience
 in
 past
 events.
 
  Power
  The
 more
 power
 is
 shared,
 the
 stronger
 is
 the
 resistance,
 because
 it
 is
 almost
 impossible
 to
 establish
  the
 change.
  Absence
 of
 a
 clear
 need
 or
 desire
 for
 change
  Then
 higher
 it
 is,
 the
 higher
 the
 resistance
 will
 be.
 The
 people
 have
 to
 think
 that
 the
 change
 is
 really
  necessary
 and
 urgent.
 This
 can
 be
 reached
 for
 example
 through
 time
 pressure.
 
  Scope
 and
 complexity
 of
 the
 change
  The
 bigger
 the
 change,
 the
 greater
 the
 resistance.
 For
 example
 just
 the
 mentioning
 of
 a
 larger
 scope
  can
 cause
 resistance.
  Uncertainty
 –
 Old
 habits
  People
 may
 resist
 change
 because
 they
 are
 worried
 they
 work
 and
 lives
 will
 be
 affected
 in
 a
 bad
 way.
  They
 are
 used
 to
 the
 way
 they
 work
 now
 and
 don’t
 want
 to
 change
 it.
 They
 feel
 comfortable.
  Concern
 over
 personal
 loss
  People
 are
 worried
 they
 will
 lose
 because
 of
 the
 change
 things
 like
 power,
 prestige,
 salary
 or
 quality
  of
 work.
 
  Group
 Resistance
  Groups
 have
 norms
 of
 behaviour
 and
 performance
 that
 are
 communicated
 to
 members.
 If
 somebody
  wants
 to
 change
 these
 norms,
 there
 will
 be
 resistance.
 
  Dependence
  Dependency
 on
 other
 people
 is
 on
 itself
 not
 bad,
 but
 if
 it
 is
 too
 extreme,
 dependency
 on
 others
 can
  lead
 to
 resistance
 to
 change.
 For
 example
 a
 worker,
 which
 is
 highly
 dependent
 on
 his
 leader
 will
 not
  accept
 any
 change
 without
 asking
 him
 for
 a
 recommendation.
  Trust
 in
 management
  On
 the
 one
 hand,
 if
 a
 change
 is
 proposed
 when
 trust
 is
 low,
 a
 natural
 first
 reaction
 is
 to
 resist
 it.
 On
  the
 other
 hand,
 when
 trust
 is
 high,
 people
 are
 more
 likely
 to
 support
 the
 change.
 
 
 
  Further,
 resistance
 is
 present
 at
 three
 levels:
 individual,
 group
 and
 organizational:
 
  Individual
  Group
  Organizational
  • • • • • • Fear
 of
 the
 unknown
  Lack
 of
 trust
 in
 others
  A
 need
 for
 security
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