This document provides an overview of resistance to change presented by a group of students at the Institute of Management Studies in Indore. It defines change and resistance, discusses the nature and types of resistance, and factors that contribute to resistance. It also outlines the behavioral elements of resistance, the management's challenge in discovering and addressing resistance, and techniques for reducing and managing resistance such as effective communication, participation, negotiation, and providing support.

1. INSTITUTE OF MANAGEMENT STUDIES,
INDORE
A Presentation On:-
Resistance To Change
Submitted To: Submitted By:
Dr. Shine David Aparna Bakre
Apoorva Nivsarkar
Jayshree Pateriya
Lubha Jain
Radhika Bhagwat
Shweta Singh

2. WHAT IS CHANGE
The act or instance of making
or becoming different.

3. RESISTANCE TO CHANGE
“Resistance is an incomplete transition
in response to change”.
Bridges(1986)

4. NATURE OF RESISTANCE
Positive and Negative

5. TYPES AND RESISTANCE
 Emotional resistance
 Rational resistance
 Social resistance

7. FACTORS CONTRIBUTING TO RESISTANCE
1. Rational Factors
2. Non rational Factors
3. Political Factors
4. Management Factors
5. Individual Factors
6. Group Factors
7. Organizational Factors

8. THE BEHAVIOURAL ELEMENTS
 Overt v/s Covert
 Conscious v/s Unconscious

9.  Covert and Conscious: The Saboteur
 Covert and Unconscious: The Survivor
 Overt and Unconscious: The Zombie
 Overt and Conscious: The Protester

10. Overt
Survivor Saboteur
Unconsciou
Conscious
s
Zombie Protester
Covert

11. Overt Covert
Overt active reaction Covert active reaction
Active
•Resistance Resistance
•Oppose Stall
•Argue Dismantle
•Obstruct Undermine
•Support Support
•Initiate Support & co-operate
•embrace
Overt passive reaction Covert passive reaction
Observe Ignore
Refrain Withdraw
Wait Avoid
Agree Give-in
accept comply
Passive

12. THE MANAGEMENT’S
CHALLENGE
 Discovering Resistance
o Do those who are responsible for change
implementation realise that it is based on a serious
need?
o Do those involved describe the need for change
in the same way?

13. o Is there a common end goal for change to which
everyone agrees?
o Does everyone believe the goal is attainable and helps
the organization?
o Is there an unanimous confidence in the person
selected to manage the change?
 Adopting a Balanced Approach

15. REDUCING RESISTANCE TO CHANGE

16. Education and Where people lack information or have
Communication inaccurate info. And analysis of the situation
Where all the information needed to design
Participation and the change is not available and where
Involvement others have considerable power to resist
Facilitation and In situations where people are resisting
Support because they have adjustment problems
There are chances of someone or some
Negotiation and group losing out in a change and where that
Agreement group has considerable power to resist
Manipulation and Co- Situations where other tactics will not work or
optation are too expensive
Explicit and Implicit Where speed is essential and the change
Coercion initiators possess considerable power

17. METHOD OF HANDLING RESISTANCE
 Effective communication
 Participative decision making
 Negotiation or making deals
 Co-optation and manipulation
 Providing support
 Coercion/apply force of reason

18. TECHNIQUES FOR MANAGING RESISTANCE
 Counselling
 Force field analysis
 Commitment charting