Resistance to organizational change manimegalai.s pondicherry university


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Resistance to organizational change manimegalai.s pondicherry university

  1. 1. IMMEDIATE REACTION TO CHANGE?<br />RESISTANCE<br />Example: we have been in a room which is lighted dimly for some hours continuously. When we happened to see a bright light suddenly, we close our eyes immediately. But after some seconds of time, we manage and make ourselves fit to that new environment.<br />
  2. 2. RESISTANCE<br />TO<br />ORGANISATIONAL CHANGE<br />PRESENT BY<br />MANIMEGALAI.S<br />NOTE: In order to be successful in implementing the change, managing the resistance is essential.<br />
  3. 3. DEFINITIONS<br /><ul><li>‘Resistance to change is a natural, universal inevitable human response to change that someone else thinks is a good idea.’
  4. 4. ‘Resistance is a valuable passion, which can be channelled more constructively.’
  5. 5. ‘Humans will fight to preserve something they care about, something they know, something they are good at and enjoy.’
  6. 6. ‘Resisting change or improvement does not make someone bad or narrow minded.’</li></li></ul><li>LIFE CYCLE OF CHANGE<br />FIVE PHASES .<br />
  7. 7. PHASE-2<br />PHASE-1<br />PHASE-4<br />PHASE-3<br />PHASE-5<br />
  8. 8. NATURE OF RESISTANCE<br />Q:What is the nature of resistance?<br />(a).Negative<br /><ul><li>Symptom of more basic problem.
  9. 9. Change may not be inherently beneficial.
  10. 10. Builds support for change.
  11. 11. Helps to ensure more effective change.</li></ul>(b).Positive<br />
  12. 12. FACTORS CONTRIBUTING RESISTANCE<br />Two Types Of Classification<br />Rational<br />Non-rational<br />Political<br />Management<br />------------------------------------------<br /><ul><li>Individual
  13. 13. Group
  14. 14. Organizational</li></li></ul><li>Rational Factors:<br /><ul><li>Employee’s opinion =/= Management’s opinion.
  15. 15. Employees doubt about merit/worth of changes.</li></ul>Non-Rational Factors:<br /><ul><li>Reaction =/= Economic rational assessment.</li></ul>Political Factors:<br /><ul><li>Favoritism.</li></ul>Management Factors:<br /><ul><li>Inappropriate or poor management style.</li></li></ul><li>Individual Factors:<br /><ul><li>Personality factors (e.g. high need for control, locus of control, need for achievement)</li></ul>Group Factors:<br /><ul><li>Group cohesiveness
  16. 16. Social norms
  17. 17. Participating in decision-making</li></ul>Organizational Factors:<br /><ul><li>Challenges to the status quo
  18. 18. Workload consequences</li></li></ul><li>Factors That Causes Resistance to Organizational Change<br />Threat of power on an individual level. Managers resist change that decreases their power and transfer that power to their subordinates;<br />Increasing workload. In the process of organizational change employees barring with normal work activities will be loaded with activities of a change process. These increasing workloads, has effect on appearing resistance to change;<br />Short time to performing change. Because organizational systems are open systems and are interactive with their environment, the need of change often comes from outside and performing rates are dictating from exterior of an organization. These situations  to have short time to performing organizational change that has influence on appearing resistance to change.<br />
  19. 19. Cont…<br />Threat of power on an organizational level. With organizational change some groups, departments or sectors in organization become more powerful, it affects appearing resistance to change of those that lose some part of that power;<br />Losing the control by employees. Organizational change can make a decrease level of control that needs to conduct managers, and it affects appearing resistance to change of those that has taken common law on control;<br />Increasing the control of employees. Organizational change can increase control of employees, and it affects appearing resistance to change;<br />Economic factors. Organizational change may see in an eye of employees simply as decreasing or increasing of payment and others economic privileges that bring some workplace.  This will influence on appearing resistance of those that will be covered with this change;<br />
  20. 20. Cont…<br />Image, prestige and reputation. Every workplace brings adequate image, prestige and reputation that are important to every employee. Organizational changes shift this convenience of employees. This will influence on appearing resistance of those that will be covered with this change;<br />Threat of comfort. Organizational change results to personal discomfort and make employee life more difficult. They represent transfer of comfort of status quo to discomfort to new situation. Employees have skills to do an old job without some especially attention to accomplish that job. Every new job requires forgetfulness on old methods of doing a job and learning new one that lead to dissipation on energy, and it affects on appearing resistance to change;<br />Job’s security. Organizational change may eliminate some work places, may produce technological excess, layoffs and so on. Job’s security has influence on appearing resistance of those that will be covered with this change;<br />
  21. 21. Cont…<br />Acquired interest of some groups. Organizational change can make new groups more significant of success, and it represents a threat on old coalition that will influence on appearing resistance on those groups that arise more insignificant;<br />Implication on personal plans. Organizational change can stop other plans, projects or other personal or family activities that again this lead to appearing resistance to change of those that will be covered with this change;<br />Too much dependence of others. In an organization may exist employees that are too much dependent on others. This dependence is based on defense of powerful individuals. If the changes represent threat of that defense it will affect on appearing resistance to change of those that will be covered with this change;<br />
  22. 22. Cont…<br />Mistrust to initiators of change. When employees do not have trust to initiators of organizational change, every change will accept negatively and will affect on appearing resistance;<br />Different evaluation and perception. Different evaluation and perception effect on organizational changes to employees that consider changes as a bad idea. Because of that they are resistant to that changes<br />Fear of unknown. Organizational change lead to uncertainty and some dose of fear. It is normal people to feeling fear of uncertainty. When employees feeling uncertainty of a process of transformation, they think that changes are something danger. This uncertainty affects it to organizational member resist change;<br />
  23. 23. Cont…<br />Experience  of organizational change. All employees already have some experience of previous organizational change and known that this process is not easy. Experience indicates that more programs of organizational change have been unsuccessful, and it affects  appearing resistance to organizational change;<br />Threat to interpersonal relations. Employees are often mutually friends that have strong social and interpersonal relationship. If an organizational change represents as threat this strength social networks in an organization, the affected employees often resist to that change;<br />Weakness of the proposed changes. Sometimes proposed change might have weakness that employees can recognize. This has an effect to that employees resist change and to require surpass of weaknesses yet before beginning on implementation;<br />
  24. 24. Cont…<br />Bureaucratic inertia. Every organization has built mechanisms across rules, policies, and procedures. Even though individuals want to change their behavior these mechanisms can resist to that change;<br />Selective information processing. Individuals usually doing selective information processing, or hear that they want to hear. They simply ignore information that is opposite of current situation, and with this, they are preventing to accept important aspects of proposed changes, and it affects appearing resistance to organizational change;<br />Uninformed. Often employees are not provided with adequate information about organizational change that must implement. This can affect on appearing resistance to that change;<br />
  25. 25. Cont…<br />Reallocation of resources. With organizational change some groups, department or sector in organization obtains more resources on damage on others; it affects on appearing resistance on those who are devoid resources;<br />Misunderstanding of changes. Peoples resist change when they not understand purposes of change. When employees not understand change they assume something bad and that lead to appearing resistance to organizational change;<br />Habits. Employees work is based on habits, and work tasks perform in certain way. Organizational changes require shifts of that habits that affect appearing resistance;<br />
  26. 26. Cont…<br />Limited resources. A normal problem in every organization is limited resources. When resources are limited and with organizational change that resources are threatened resistance to change is likely;<br />Peer pressure. We often are exerting informal punishment on colleagues that supports change that others not support. This can affect on appearing and increasing resistance to change;<br />Skepticism about the need of change. If the problem is not personal thing of employees, they do not see the need have changed. Those that not can to see the need of change shows low readiness to change;<br />
  27. 27. RECOGNISING RESISTANCE<br />Do those who are responsible for change implementation realize that it is based on a seriousneed?<br />Do those involved describe the need for change in the sameway?<br />Is there a commonendgoal for change to which everyoneagrees?<br />Does everyone believe the goal attainable and helps the organization?<br />Is there an unanimous confidence in the person selected to manage the change?<br />
  28. 28. REDUCING RESISTANCE TO CHANGE<br />Education & Communication<br />Lack of information<br />Inaccurate information<br />2) Participation & Involvement<br />Needed information not available<br />Others have considerable power to resist<br />3) Facilitation & Support<br />Adjustment problems<br />
  29. 29. Cont…<br />4) Negotiation & Agreement<br />Losing group has considerable power to resist<br />5) Manipulation & Co-optation<br />Tactics not working<br />Too expensive tactics<br />6) Explicit & Implicit Coercion<br />Speed is essential<br />Change initiators possess considerable power<br />
  30. 30. THANK YOU<br />