Change Management
CHANGE MANAGEMENT
Module No: Set-1 & 2
Date of submission: 4th February 2013
Marks awarded:
Directorate of Distance Education
Sikkim Manipal University
II floor, Syndicate House
Manipal - 576104
_____________________ ______________________ ______________________
Signature of Coordinator Signature of Center Signature of Evaluator
MU0018
Change Management
Set -1
60 Marks
Q1.How do change managers recognize resistance of employees to change?
Ans. When change is announced one can see signs of , anger , irritation , frustration, quick criticism ranging from mild to intense will appear.
The most common way to recognize resistance is * Gossips: Listen to what people are saying once change is introduced. Whether it’s your break room, water cooler or coffee stations, people will be talking and some may be fueling the fire to build change resistance relationships. * Direct Defiance: Some people will not discuss the change and will ignore it. They will not cooperative to implement change. There may be wholesale denial of any change. * Testing: Some employees will test out what would happen when they resist the change. They will not turn up to a meeting or may openly challenge a decision.
Resistance need not always be out in open. It can be * Covert: It is the deliberate form of resistance to change, but done in a manner such that it allows the perpetrators to seem as though they are not resisting. It can be in form of
* Loss of loyalty to organization * Less motivation * Increased errors * Increased absenteeism * Dragging feet * There may be sabotage of various kinds.
* Overt: It does not try to hide, as it is the result of either of someone comfortable with their power, or someone for whom covert acts are against their values, or someone who may be desperate. Although overt active resistance is potentially damaging, it is at least visible and there is
Module No: Set-1 & 2
Date of submission: 4th February 2013
Marks awarded:
Directorate of Distance Education
Sikkim Manipal University
II floor, Syndicate House
Manipal - 576104
_____________________ ______________________ ______________________
Signature of Coordinator Signature of Center Signature of Evaluator
MU0018
Change Management
Set -1
60 Marks
Q1.How do change managers recognize resistance of employees to change?
Ans. When change is announced one can see signs of , anger , irritation , frustration, quick criticism ranging from mild to intense will appear.
The most common way to recognize resistance is * Gossips: Listen to what people are saying once change is introduced. Whether it’s your break room, water cooler or coffee stations, people will be talking and some may be fueling the fire to build change resistance relationships. * Direct Defiance: Some people will not discuss the change and will ignore it. They will not cooperative to implement change. There may be wholesale denial of any change. * Testing: Some employees will test out what would happen when they resist the change. They will not turn up to a meeting or may openly challenge a decision.
Resistance need not always be out in open. It can be * Covert: It is the deliberate form of resistance to change, but done in a manner such that it allows the perpetrators to seem as though they are not resisting. It can be in form of
* Loss of loyalty to organization * Less motivation * Increased errors * Increased absenteeism * Dragging feet * There may be sabotage of various kinds.
* Overt: It does not try to hide, as it is the result of either of someone comfortable with their power, or someone for whom covert acts are against their values, or someone who may be desperate. Although overt active resistance is potentially damaging, it is at least visible and there is