Introduction to ArtificiaI Intelligence in Higher Education
Understanding resistance to change
1. 1. Resistance incidents are causes of
deeper problem in the change
process.
- Change agent do not provided fully
information
- Employees worried about consequences of
change
- Concern about process of change itself
2. 2. Resistance should be recognized as a
form of constructive conflict.
- Employees developed better decision
- Accompany by Dysfunctional
relationship conflict
- Change agent see resistance to change as
impediment rather than a sources.
- Should focus on understanding why those
people resist.
3. 3. Resistance view as justice and
motivation context.
Justice
- A form of voice : improve procedural
justice
- Change agent : increase employee
perception +fairness
Motivation
- Engage people to think about the
change strategy and process.
4. Are you a resistor?
• Resistance is where
you try to maintain the
status quo and do not
accept change!
5.
6. Direct cost
• Higher expenses and lower benefit or
wages.
Saving face
• Taking preventive actions so that you,
yourself will not be humiliated.
7. Fear of unknown
afraid of entering and exploring the
new ground, because they think they
might fail to adopt new change
Breaking routine
• People do not want to give up their
comfort zone and daily routine that
provide predictability.
E.g. Government worker who go to work
8.00am till 5.00p.m.
8. Incongruent team dynamics
• Team norm may conflict with the desired
change & consequently reinforced to
maintaining status quo.
Incongruent
organizational systems
• Control system for rewards, training, etc are
harder to change and might not adapt
quickly to the new system so may
discouraging employee to adapt the
change.
