Resistance to Change, Traditional vs. Modern Perspective
Handling Resistance To Organizational Change
A framework for companies, showing the preeminent method to handle resistance to change
By Ilona van Rooij, Michelle Hieltjes and Sophie Peeman
Abstract
This paper has a clear aim at creating a framework for companies, showing the preeminent method of handling resistance to change. A thorough literature study revealed two distinctive perspectives, with different strategies, advantages and disadvantages. The traditional perspective takes a more negative stance towards resistance to organizational change. There is a clear focus on reducing or even eliminating resistance. More recently, a new and more positive view emerged, stating that resistance is useful and therefore needs to be encouraged. A comparison is made between these two types and ultimately, a theoretical framework is created, combining the best of both perspectives. Although some techniques from the traditional perspective are used, there is a greater tendency towards the positive way of approaching resistance to organizational change
Key Words:
Organizational change; Resistance to change; Traditional perspective; Modern perspective; Positive approach; Blockers and Champions; Theoretical Framework.
Table of Content How can resistance to organizational change be defined? 5 Organizational change 5 Resistance to change 6 The Negative and Positive Perspective towards Resistance 6 1. The traditional view of approaching and managing resistance to change 8 Freeze environment 9 Facilitation and support 10 Negotiation and agreement 10 Manipulation and coercion 10 Pessimistic approach 11 Time consuming 11 Short term solutions 11 2. The modern view of approaching and managing resistance to change 13 Encourage resistance through a culture of Openness and Flexibility 14 Empower middle management to interpret and adapt the change 14 Appreciate the critical attitude towards assumptions 14 Use resistance as a mean to keep the
A framework for companies, showing the preeminent method to handle resistance to change
By Ilona van Rooij, Michelle Hieltjes and Sophie Peeman
Abstract
This paper has a clear aim at creating a framework for companies, showing the preeminent method of handling resistance to change. A thorough literature study revealed two distinctive perspectives, with different strategies, advantages and disadvantages. The traditional perspective takes a more negative stance towards resistance to organizational change. There is a clear focus on reducing or even eliminating resistance. More recently, a new and more positive view emerged, stating that resistance is useful and therefore needs to be encouraged. A comparison is made between these two types and ultimately, a theoretical framework is created, combining the best of both perspectives. Although some techniques from the traditional perspective are used, there is a greater tendency towards the positive way of approaching resistance to organizational change
Key Words:
Organizational change; Resistance to change; Traditional perspective; Modern perspective; Positive approach; Blockers and Champions; Theoretical Framework.
Table of Content How can resistance to organizational change be defined? 5 Organizational change 5 Resistance to change 6 The Negative and Positive Perspective towards Resistance 6 1. The traditional view of approaching and managing resistance to change 8 Freeze environment 9 Facilitation and support 10 Negotiation and agreement 10 Manipulation and coercion 10 Pessimistic approach 11 Time consuming 11 Short term solutions 11 2. The modern view of approaching and managing resistance to change 13 Encourage resistance through a culture of Openness and Flexibility 14 Empower middle management to interpret and adapt the change 14 Appreciate the critical attitude towards assumptions 14 Use resistance as a mean to keep the
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