Resistance to Change

Resistance to Change
Change brings in with new challenges, new
experiences, spirit and associated
rewards and therefore it should be
welcomed and implemented with costiveness
and full support.
General Causes of Resistance
1.Job Security
2.Lack of Communication
3.Rapidity and extent of Change
4.Group Phenomenon
5.Emotions
6.Loss of Power
7.Technology
8.New Practices
1.Job Security-In recent times there has
been a great deal of downsizing in
organizations as means of cost
cutting..The fear of losing ones job is
therefore a factor of resistance. The
introduction of modern technology and
systems should lead to growth in the
productivity of an organization and not
lead to employee turnover.
2.Lack of Communication-Different people
will see different meanings in proposed
change..Management must communicate in
advance the need for change.
3.Rapidity and Extent of Change-An
autocratic leader has the tendency to
introduce change abruptly and with speed.
If the change is of minor nature and
involves routine operations, resistance
would be minimal. On contrary the change
is major and involves a large number of
employees, there would be tremendous
resistance to it.
4.Group Phenomenon-Group cohesion, group
norms, code of conduct and the security
that the group provides to its members
play a dominant role in individual
behaviour which influence them to resist
change
5.Emotions-Resistance depends on the
nature of people who are influenced by
the change. Resistance may be expected
if the change is made on personal
grounds. Workers willingly accept
technical change if it doesn't have an
adverse effect on social fiber of the
group.
6.Loss of Power -The downsizing of
departments or the posting of an
executive to a different department where
there is reduction of the power base will
be resisted by the affected individuals
7.Technology -Technological changes are
required for the growth of an
organization. People have now realized
that to be competitive, the latest
technology which improves, human skills
must be introduced in the organization.
It is important to consider that no human
resources should be replaced by these
changes.
8.New Practices -In order to
survive ,organizations have to sometimes
adopt the strategy of acquisition and
mergers which is often restricted by
employees
Individual Resistance to Change
1.Fear of the unknown
2.New Learning
3.Disruption in work environment
4.Distrust in management philosophy
towards change
Individual Resistance to Change
1.Fear of the unknown -Individuals are
suspicious about management actions.The
organizational policies should encourage
open communication,closer interaction
between the leader and should have an
organizational culture that promotes
confidence among employees.This can be
built by regular briefing
sessions,meetings and by explaining
workers about impending change.
2.New Learning -Technology up gradation,
open market scenario and fast social
changes have a tremendous impact on
society. Employees have to learn many new
techniques due to these changes in
environment. They must display a positive
attitude towards learning.
3.Disruption in Work Environment-Change
means reorganization in work culture that
may involve the formation of new groups
and teams.This is not prefreed by workers
because the might loss old friends in
process.It results in disruption and
emotional disrturbance in the m9injds of
employees.
4.Distrust in Management Philosophy
towards change -There is well documented
literature on the history of labor
relations which talks of exploitation of
employees by managers. That is why
employee resist change. This can be
overcame by the open door policy of
management towards employees
Steps to Managing Change(Change
Management Process)
Organizations must plan to implement
change in systematic manner.
1.Develop New Goal and Objectives
2.Elect an agent for Change
3.Diagonise the Problem
4.Select a Methodology
5.Develop a Plan
6.Draw strategy for implementation
7.Implement the plan
1.Develop New Goal and Objectives
Objectives and goals that are derived out
of mission statements may need revision
due to changes in external or internal
forces
2.Elect an agent for Change-It is the
responsibility of the management to
entrust execution of change to the
appropriate authority. A manager can be
given this responsibility. A change agent
can also be employed form outside the
campus. A specialist or a consultant can
be brought into suggest change and
monitor implementation.
3.Diagonise the Problem- The problems
should be properly analysed.
Eg:-If an organization has a large
employee turnover, then the data must be
collected and made available to the
consultant so that the reasons for the
turnover can be identified and
appropriate corrective measures can be
taken
4.Select a Methodology
It is easy to implement material change
as a part of change in system. Emotion of
the employees must be considered during
the selection methods, so that it is
easier to implement change at later
5.Develop a Plan
Based on the examination of factors the
consultant in charge of this would be
able to develop a plan for change

Eg:-If the organization want to reduce

employee turnover, it may carry out a
comparitive study of other organizations
with respect to job content ,reward
system, employee performance appraisal
system, promotion criteria, training and
development, and the strategy adopted by
organization from its growth.
6.Draw a strategy for implementation
Care must be taken to consider the timing
of any change that is to be implemented.
If the change is related to internal
employees, it must be communicated at an
appropriate time.
7.Implement the plan
It is the responsibility of various
departments to implement the plan. This
may need a lot needs notification,
briefing sessions or in-house seminars
so as to ensure the acceptance of all
members of the organization.
Implementation may be of short
duration ,but a one time change of system
or process have of great value
8.Evaluate and Give feed back
The result of change must be evaluated
with suitable feed back.Based on the feed
back corrective measures have been taken