8/3/2019 Odc2 Resistance to Change

1/12

8/3/2019 Odc2 Resistance to Change

2/12

Change resistanceSources of resistance

Group level1.Group inertia

2.Structural inertia3.Power maintenance4.Functional sub

optimization5.Organizational culture

Individual1.Habit2. Security3. Selectiveinformation

processing4.Economic factors

8/3/2019 Odc2 Resistance to Change

3/12

Overcoming Resistance

Education & Communication

Participation * involvement

Facilitation & Support

Negotiation & Agreement

Manipulation & Cooperation

Explicit & Implicit Coercion

8/3/2019 Odc2 Resistance to Change

4/12

Approach Commonlyused

Plus Minus

Education &communication

Lack of/orinaccurate

information& analyses

Help bypeople when

persuaded toparticipate

Timeconsuming

when morepeopleinvolved

Participation &

Involvement

When info

irrelevant &others inposition toresist

Committed

participants& integrationof info withparticipants

More time if

designinappropriately made

8/3/2019 Odc2 Resistance to Change

5/12

Facilitation &support

Resistancedue toadjustment

problems

Onlyworkableapproach

Expensive,

timeconsuming,

may notsucceed

Negotiation &agreement

Power toresist & loss

is sure inchange

Easy way toavoid major

resistance

Expensive ifothers also

take tonegotiation

Manipulation&

cooperation

Other tacticsfailure or

costly

Quick &inexpensive

Futureproblems if

people getwise

Explicit &implicit

coercion

When speedis important

Speedy Risky ifinitiator not

careful

8/3/2019 Odc2 Resistance to Change

6/12

Compulsion threats & bribery

Persuasion, rewards, bargaining

Matching rewards to needs & goals

Consider all suggestions/complaints

flexibility Security & guarantees

Internal replacements for separations naturally

Gainful employment of employees

Upgrading & training

Reduce/eliminate overtime work

Investing & implementing new areas of business activity

Absorbing extra work to work force till all productively used

8/3/2019 Odc2 Resistance to Change

7/12

Understanding & discussions

Factual, accurate, easily accessible information

Dissemination of information across levels

Information satisfies all queries Ensure that all understand real issues

Time & timing

8/3/2019 Odc2 Resistance to Change

8/12

Levels of Participation

Management action Employee action

Delegate decisionmaking authority

Manage/implement decision

Task assignment & accountability

Group Formulate plans & solutionsMaking task forces

Soliciting inputs Group suggestions/recommendation

Analysis or problems/alternatives

Individual suggestions

Consultation Face to face discussion/voiceopinions/e-exchanges

inclusion Attend briefing/ inclusion indistribution list

8/3/2019 Odc2 Resistance to Change

9/12

People involved want to participate Reasonable security in his/her role & position

Absence of commitment to any single course of

commitment Credit/recognition to all worthwhile

contributions by others

Employee willingness to voice concerns& offersuggestions

8/3/2019 Odc2 Resistance to Change

10/12

Better & complete understanding of change,causes, consequences

Full participation

Increase in employee confidence First hand ideas for change

More commitment

Broadening of outlook

Broader perspective & development ofcapabilities

Re-examining beliefs

8/3/2019 Odc2 Resistance to Change

11/12

Test reactions to new approach beforecommitment

More facts to base attitudes

First hand experience of change for people withstrong perceptions

Reconsideration of perception about change

Change not perceived as threat

Management better placed to evaluate methodof change

Making modifications before finalimplementation

8/3/2019 Odc2 Resistance to Change

12/12

THANKS