Resistance to change will often come about due to various factors. Although this resistance is inevitable it can still be managed and thus this topic can be spread into many different areas:
Why do people resist change?

People will often resist change due to the psychological problems it inhibits, these being:
•    Dislike of change
•    Discomfort with uncertainty
•    Perceived negative effect on interests
•    Attachment to the established culture / identity
•    Perceived breach of psychological contract
•    Lack of conviction that change is needed
•    Lack of clarity as to what is expected
•    Belief that the specific change being proposed is inappropriate
•    Belief that the timing is wrong
•    Excessive change
•    Perceived clash with ethics
•    Cumulative effect of other changes in one’s life
•    Reaction to the experience of previous changes
•    Disagreement with the way the change is being managed

Overall these resistances are valid, although at times people forget to appreciate what change can do in the long run thus resisting change can often bring about negative effects to an organisation.

Signs of resistance to change

So you may be asking yourself by now, well what are some of the signs to a particular resistance of change:
•    How a person is affected by the change initiative
•    Behavioural reactions to the change
•    Cognitive – how a person is thinking about the change
•    Active resistance, i.e. being critical, finding fault and ridiculing

Who else may resist change?

Often the change resistors may even be the managers themselves as they see this to impact with their goals of where they think the organisation should be heading. This resistance may also come during the conceptualization of new strategies as managers may see this to be a threat to their existence within the organisation.

Managing resistance to change

By now it’s already been determined that change is not a favourable option, so how on hell can it even be considered to be managed? It can be and through the following successful ways:
•    A situational approach
•    The resistance cycle aka ‘let nature take its course’
•    ‘Creative counters’ to expressions of resistance
•    Through self – leadership
•    Tinkering, kludging and pacing

Support for change

So who are the people that would even consider to, support the change of the well being of someone who is already happy where they are. These people can often come across as being:
•    Directors
•    Navigators
•    Caretakers
•    Coaches
•    Nurturers
•    Interpreters

Most of the time these people will consider change due to it offering the following benefits:
•    Security
•    Money
•    Authority
•    Status / prestige
•    Responsibility
•    Better working conditions
•    Self – satisfaction
•    Better personal contacts

Resisting and implementing change can be quite a tedious process. Sometimes though there are no options for resistance as it is simply the consumers who dictate how an organisation will run.

8/31/2012 03:43:24 pm

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Joseph Aidan
www.arielmed.com

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8/31/2012 03:43:49 pm

I enjoyed reading your blog post. You give more satisfaction to your followers. I'll check more often for new updates. thanks much :)

Joseph Aidan
www.arielmed.com

Reply
8/31/2012 03:44:07 pm

I enjoyed reading your blog post. You give more satisfaction to your followers. I'll check more often for new updates. thanks much :)

Joseph Aidan
www.arielmed.com

Reply



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