• Resistance -“Employee behavior that seeks to challenge, disrupt, or invert prevailing assumptions, discourses, and power relations.”• Most business leaders are intimidated by change and the resistance it brings within the organization because they do not understand how to gain information from and overcome resistance.
Albert Einstein “The significant problems we face cannot be solved at the same level of thinking we were at when we created them.”
INDIVIDUAL RESISTANCE Selective Habitinformationprocessing Individual Resistance SecurityFear of the unknown Economic factors
ORGANIZATIONAL RESISTANCE Threat to Structuralestablished inertia resourceallocations Organizational Resistance Limited focus of change Threat to established powerrelationships Threat to Group inertia Expertise
Sources of Resistance to Change• Ignorance: a failure to understand the situation or the problem• Mistrust: motives for change are considered suspicious• Disbelief: a feeling that the way forward will not work• “Power-Cut”: a fear that sources of influence and control will be eroded.
Sources of Resistance to Change• Loss: change has unacceptable personal costs• Inadequacy: the benefits from the change are not seen as sufficient• Anxiety: fear of being unable to cope with the new situation.
Sources of Resistance to Change• Comparison: the way forward is disliked because an alternative is preferred• Demolition: change threatens the destruction of existing social networks.
Types of ResistanceFunctional Dysfunctional Resistance: Resistance:• critically assessing • avoiding dealing with whether change will urgent and pressing lead to improvements issues• exploring the personal • declining to work on consequences of what really needs to change. be done.
Types of ResistanceFunctional Dysfunctional Resistance: Resistance• feelings of regret, • blaming and criticising anxiety or fear without proposing• to a previous history alternatives of non-disclosure • sabotaging change and poor working • non-collaboration with relations. others.