SlideShare a Scribd company logo
Resistance
and
Types of Resistance to change
The Nature of Change
• Change is any alteration occurring in the work
environment that affects the ways in which
employees must act.
• Organizations tend to achieve an equilibrium in
their social structure.
• When change comes along, it requires
employees to make new adjustments as the
organization seeks a new equilibrium.
• Disequilibrium occurs when employees are
unable to make adequate adjustments.
Resistance to change
• Resistance to change consists of any employee
behaviors designed to discredit, delay, or
prevent the implementation of a work change.
• Employees resist change because it threatens
their needs for :
– Security
– Social Interaction
– Status
– Competence
– Self-Esteem
Resistance to organizational change
• Blind resistance
• Political resistance
• Ideological resistance
Rationale for Resistance
• I want to stay where I am because…
– my needs are already met here
– I have invested heavily here
– I am in the middle of something important
• I do not want to change because…
– I do not understand what is being proposed
– the destination looks worse than where I am now
– there is nothing to attract me forwards
– I do not know which way to move
– the journey there looks painful
– the destination or journey is somehow bad or wrong
– I do not trust those who are asking me to change
Sources of Individual Resistance to Change
Sources of Organizational Resistance to Change
Causes of resistance to change
• Interference with need fulfilment
• Selective perception
• Habit
• Inconvenience or loss of freedom
• Economic implications
• Security in the past
• Fear of the unknown
• Threats to power or influence
• Knowledge and skill obsolescence
• Organizational structure
• Limited resources
Stages of Resistance to Change
Four Phases of Transition
Denial
Resistance Exploration
Past Future
Commitment
Change Model
Benefits of Resistance
• Contrary to popular opinion, resistance to change
is not bad.
• Resistance can bring some benefits:
– Encourage the management to re-examine its change
proposals
– Identify specific problem areas where change is likely to
cause difficulties
– Encouraged to do a better job of communicating the
change
– Resistance also gives management information about
the intensity of employee emotions on an issue
– Encourage employee to think and talk more about a
change
Sources of resistance to change may be
rational or emotional.
• Rational resistance
– occurs when people do not have the proper
knowledge or information to evaluate the change.
– providing information (in the form of data, facts, or
other types of concrete information) reduces the
resistance
• Emotional resistance
– involves the psychological problems of fear, anxiety,
suspicion, insecurity, and the like.
– these feelings are evoked because of people’s
perception of how the change will affect them.
Ways to reduce resistance to change
• Involve interested parties in the planning of
change by asking them for suggestions and
incorporating their ideas.
• Clearly define the need for the change by
communicating the strategic decision
personally and in written form.
• Address the "people needs" of those involved.
Disrupt only what needs to be changed. Help
people retain friendships, comfortable settings
and group norms wherever possible.
Ways to reduce resistance to change
• Be open and honest.
• Do not leave openings for people to return to the
status quo. If you and your organization are not
ready to commit yourselves to the change, don't
announce the strategy.
• Focus continually on the positive aspects of the
change. Be specific where you can.
• Deliver training programs that develop basic skills
as opposed to processes such as: conducting
meetings, communication, teambuilding, self-
esteem, and coaching.
Ways to reduce resistance to change
• Design flexibility into change by phasing it in
wherever possible. This will allow people to
complete current efforts and assimilate new
behaviours along the way. Allow employees to
redefine their roles during the course of
implementing change.
Overcoming Resistance To Change
• Education & Communication
• Participation & Involvement
• Facilitation & Support
• Negotiation & Agreement
• Manipulation & Co-optation
• Explicit & Implicit Coercion
10 Strategies You Can Use to Overcome Resistance to
Change
• Address Personal Concerns First
• Link the Change to Other Issues People Care About
• Tap into People’s Desire to Avoid Loss
• Tailor Information to People’s Expectations
• Group Your Audience Homogeneously
• Take Advantage of People’s Bias—Buy Now, Pay
Later!
• Make the Change Local & Concrete
• Appeal to the Whole Brain
• Beware of Overloading People
• Know the Pros and Cons of Your Change
Stages of Overcoming Resistance
Type of Resistance
• Logical Resistance or Rational Resistance
• This is based on disagreement with facts,
rational reasoning, logic, and science.
• It occurs because of the time and efforts which
is needed to adjust to change.
Type of Resistance
• Psychological Resistance or Emotional
Resistance
• This is typically based on emotions, sentiments,
and attitudes.
• It is internally logical from the perspective of
the employees’ attitudes and feelings about
change because they may fear the unknown,
mistrust the management’s leadership, or feel
that their security and self-esteem are
threatened.
Type of Resistance
• Sociological Resistance or Social Resistance
• Sociological resistance also is logical, when it is
seen as a product of a challenge to group
interests, norms, and values.
Steps in managed change
• Develop new goals and objectives
• Select an agent for change
• Diagnose the problem
• Select methodology
• Develop a plan
• Strategy for implementation of the plan
• Implementation of the plan
• Receive and evaluate feedback
How to make the change the permanent
• Use of group forces,
• Use of leadership,
• Shared rewards,
• Working with unions, and
• Concern for employees.
Stress
• A dynamic condition in which an individual is
confronted with an opportunity, constraint, or
demand related to what he or she desires and
for which the outcome is perceived to be both
uncertain and important
Model of Stress
Environmental Factors
• Economic uncertainties of the business cycle
• Political uncertainties of political systems
• Technological uncertainties of technical
innovations
• Terrorism in threats to physical safety and
security
Organizational Factors
• Task demands related to the job
• Role demands of functioning in an organization
• Interpersonal demands created by other
employees
Individual Factors
• Family and personal relationships
• Economic problems from exceeding earning
capacity
• Personality problems arising from basic
disposition
Individual Approaches for Managing Stress
• Implementing time management
• Increasing physical exercise
• Relaxation training
• Expanding social support network
Organizational Approaches for Managing Stress
• Improved personnel selection and job
placement
• Training
• Use of realistic goal setting
• Redesigning of jobs
• Increased employee involvement
• Improved organizational communication
• Establishment of corporate wellness programs
Relationship Between Stress and Job Performance

More Related Content

What's hot

Organizational change- Organizational behavior
Organizational change- Organizational behaviorOrganizational change- Organizational behavior
Organizational change- Organizational behavior
shrinivas kulkarni
 
Organizational diagnosis ppt
Organizational diagnosis pptOrganizational diagnosis ppt
Organizational diagnosis ppt
Nandu Warrier
 
organisational change: its forces, factor affecting and its types
organisational change: its forces, factor affecting and its typesorganisational change: its forces, factor affecting and its types
organisational change: its forces, factor affecting and its types
sangeeta saini
 
Organization Development
Organization DevelopmentOrganization Development
Organization Development
Dr. Kiran Kumar Thoti
 
Change management strategy ppt
Change management strategy pptChange management strategy ppt
Change management strategy ppt
sonips
 
Strategy implementation
Strategy implementationStrategy implementation
Strategy implementation
Karpagam Alagappan
 
Management of Change
Management of ChangeManagement of Change
Management of Change
ISAAC Jayant
 
change management -Types of change
change management -Types of changechange management -Types of change
change management -Types of change
mounika ramachandruni
 
Change process
Change processChange process
Change process
VijayKrKhurana
 
Human resource strategy
Human resource strategyHuman resource strategy
Human resource strategy
Prashant Mehta
 
Managing Organisational Change
Managing Organisational ChangeManaging Organisational Change
Managing Organisational Change
Anirudh Kotlo
 
Training Functions, Training Needs Assessment, Action Research, Organizationa...
Training Functions, Training Needs Assessment, Action Research, Organizationa...Training Functions, Training Needs Assessment, Action Research, Organizationa...
Training Functions, Training Needs Assessment, Action Research, Organizationa...
Ashish Hande
 
Organizational change development ppt
Organizational change development pptOrganizational change development ppt
Organizational change development ppt
Hasnatuttakween BE
 
Hrm in a changing environment
Hrm in a changing environmentHrm in a changing environment
Hrm in a changing environment
Dr. Syed Kashan Ali Shah
 
MANAGING RESISTANCE TO CHANGE
MANAGING RESISTANCE TO CHANGEMANAGING RESISTANCE TO CHANGE
MANAGING RESISTANCE TO CHANGE
Ajeesh Mk
 
action research model
action research modelaction research model
action research model
Manish Kumar Sinha
 
Change Management
Change ManagementChange Management
Change Management
tutor2u
 
Organization development
Organization developmentOrganization development
Organization development
Krishna Kanth
 
Ihrm
IhrmIhrm
Organizational Design And Change
Organizational Design And  ChangeOrganizational Design And  Change
Organizational Design And Change
King Julian
 

What's hot (20)

Organizational change- Organizational behavior
Organizational change- Organizational behaviorOrganizational change- Organizational behavior
Organizational change- Organizational behavior
 
Organizational diagnosis ppt
Organizational diagnosis pptOrganizational diagnosis ppt
Organizational diagnosis ppt
 
organisational change: its forces, factor affecting and its types
organisational change: its forces, factor affecting and its typesorganisational change: its forces, factor affecting and its types
organisational change: its forces, factor affecting and its types
 
Organization Development
Organization DevelopmentOrganization Development
Organization Development
 
Change management strategy ppt
Change management strategy pptChange management strategy ppt
Change management strategy ppt
 
Strategy implementation
Strategy implementationStrategy implementation
Strategy implementation
 
Management of Change
Management of ChangeManagement of Change
Management of Change
 
change management -Types of change
change management -Types of changechange management -Types of change
change management -Types of change
 
Change process
Change processChange process
Change process
 
Human resource strategy
Human resource strategyHuman resource strategy
Human resource strategy
 
Managing Organisational Change
Managing Organisational ChangeManaging Organisational Change
Managing Organisational Change
 
Training Functions, Training Needs Assessment, Action Research, Organizationa...
Training Functions, Training Needs Assessment, Action Research, Organizationa...Training Functions, Training Needs Assessment, Action Research, Organizationa...
Training Functions, Training Needs Assessment, Action Research, Organizationa...
 
Organizational change development ppt
Organizational change development pptOrganizational change development ppt
Organizational change development ppt
 
Hrm in a changing environment
Hrm in a changing environmentHrm in a changing environment
Hrm in a changing environment
 
MANAGING RESISTANCE TO CHANGE
MANAGING RESISTANCE TO CHANGEMANAGING RESISTANCE TO CHANGE
MANAGING RESISTANCE TO CHANGE
 
action research model
action research modelaction research model
action research model
 
Change Management
Change ManagementChange Management
Change Management
 
Organization development
Organization developmentOrganization development
Organization development
 
Ihrm
IhrmIhrm
Ihrm
 
Organizational Design And Change
Organizational Design And  ChangeOrganizational Design And  Change
Organizational Design And Change
 

Viewers also liked

Change management
Change managementChange management
Change management
Krishna Kanth
 
Organizational and Individual Causes of Resistance to Change (Essay Sample)
Organizational and Individual Causes of Resistance to Change (Essay Sample)Organizational and Individual Causes of Resistance to Change (Essay Sample)
Organizational and Individual Causes of Resistance to Change (Essay Sample)
Essay Tigers
 
Class 23 and 24
Class 23 and 24Class 23 and 24
Class 23 and 24
Dr. Ajith Sundaram
 
resistance to change management (final)
resistance to change management (final)resistance to change management (final)
resistance to change management (final)
Aparna Bakre
 
Organizational Change resistance
Organizational Change resistanceOrganizational Change resistance
Organizational Change resistance
Dr.K.Venkateswara raju
 
Reasons Why Employees Resist Change (Infographic)
Reasons Why Employees Resist Change (Infographic)Reasons Why Employees Resist Change (Infographic)
Reasons Why Employees Resist Change (Infographic)
Catherine Adenle
 
Resistance to organizational change
Resistance to organizational changeResistance to organizational change
Resistance to organizational change
Prasun Jana
 
Resistance To Change
Resistance To ChangeResistance To Change
Resistance To Change
alyaveronica
 
Workplace Change and Transition by Catherine Adenle
Workplace Change and Transition by Catherine AdenleWorkplace Change and Transition by Catherine Adenle
Workplace Change and Transition by Catherine Adenle
Catherine Adenle
 
Understanding, Initiating and Managing Change by Catherine Adenle
Understanding, Initiating and Managing Change by Catherine AdenleUnderstanding, Initiating and Managing Change by Catherine Adenle
Understanding, Initiating and Managing Change by Catherine Adenle
Catherine Adenle
 
20 Rules of Change Management in Organizations by Catherine Adenle
20 Rules of Change Management in Organizations by Catherine Adenle20 Rules of Change Management in Organizations by Catherine Adenle
20 Rules of Change Management in Organizations by Catherine Adenle
Catherine Adenle
 

Viewers also liked (11)

Change management
Change managementChange management
Change management
 
Organizational and Individual Causes of Resistance to Change (Essay Sample)
Organizational and Individual Causes of Resistance to Change (Essay Sample)Organizational and Individual Causes of Resistance to Change (Essay Sample)
Organizational and Individual Causes of Resistance to Change (Essay Sample)
 
Class 23 and 24
Class 23 and 24Class 23 and 24
Class 23 and 24
 
resistance to change management (final)
resistance to change management (final)resistance to change management (final)
resistance to change management (final)
 
Organizational Change resistance
Organizational Change resistanceOrganizational Change resistance
Organizational Change resistance
 
Reasons Why Employees Resist Change (Infographic)
Reasons Why Employees Resist Change (Infographic)Reasons Why Employees Resist Change (Infographic)
Reasons Why Employees Resist Change (Infographic)
 
Resistance to organizational change
Resistance to organizational changeResistance to organizational change
Resistance to organizational change
 
Resistance To Change
Resistance To ChangeResistance To Change
Resistance To Change
 
Workplace Change and Transition by Catherine Adenle
Workplace Change and Transition by Catherine AdenleWorkplace Change and Transition by Catherine Adenle
Workplace Change and Transition by Catherine Adenle
 
Understanding, Initiating and Managing Change by Catherine Adenle
Understanding, Initiating and Managing Change by Catherine AdenleUnderstanding, Initiating and Managing Change by Catherine Adenle
Understanding, Initiating and Managing Change by Catherine Adenle
 
20 Rules of Change Management in Organizations by Catherine Adenle
20 Rules of Change Management in Organizations by Catherine Adenle20 Rules of Change Management in Organizations by Catherine Adenle
20 Rules of Change Management in Organizations by Catherine Adenle
 

Similar to Resistance and types of resistance to change

BA 361 lecture ch 16 p.396-403; 405-406; 409-414.ppt
BA 361 lecture ch 16 p.396-403; 405-406; 409-414.pptBA 361 lecture ch 16 p.396-403; 405-406; 409-414.ppt
BA 361 lecture ch 16 p.396-403; 405-406; 409-414.ppt
Dr. Vartika Dutta
 
Change Management for The Change
 Change Management for The Change  Change Management for The Change
Change Management for The Change
Mamdouh Sakr
 
Organizational change
Organizational changeOrganizational change
Organizational change
Sarang Bharadwaj
 
Change and development
Change and developmentChange and development
Change and development
Dr.Priyanka Phonde
 
Organisational Culture and Organisational Change
Organisational Culture and Organisational ChangeOrganisational Culture and Organisational Change
Organisational Culture and Organisational Change
Padum Chetry
 
Introduction to Organizational Culture And Organizational Change
Introduction to Organizational Culture And Organizational ChangeIntroduction to Organizational Culture And Organizational Change
Introduction to Organizational Culture And Organizational Change
Padum Chetry
 
Topic 1 management of change
Topic 1  management of changeTopic 1  management of change
Topic 1 management of change
David Kopiyo Senior
 
Human Resource Management for Non-Profits
Human Resource Management for Non-ProfitsHuman Resource Management for Non-Profits
Human Resource Management for Non-Profits
SATHIYASEELANBINSTIT
 
Organizational change and its approaches
Organizational change and its approachesOrganizational change and its approaches
Organizational change and its approaches
Aamir chouhan
 
Making behavioural change stick - LogiKal event
Making behavioural change stick - LogiKal eventMaking behavioural change stick - LogiKal event
Making behavioural change stick - LogiKal event
LogiKal Projects
 
Communicating changes (1)
Communicating changes (1)Communicating changes (1)
Communicating changes (1)
Bhuwanesh Rajbhandari
 
slidesforchangemanagement-141125085630-conversion-gate01
slidesforchangemanagement-141125085630-conversion-gate01slidesforchangemanagement-141125085630-conversion-gate01
slidesforchangemanagement-141125085630-conversion-gate01
saroja sahadevan
 
Change Management PPT Slides
Change Management PPT SlidesChange Management PPT Slides
Change Management PPT Slides
Yodhia Antariksa
 
Latest Thoughts on Leading change
Latest Thoughts on Leading changeLatest Thoughts on Leading change
Latest Thoughts on Leading change
colin jones
 
Waqas khichi management lecture chp 6
Waqas khichi management lecture chp 6Waqas khichi management lecture chp 6
Waqas khichi management lecture chp 6
Waqas Khichi
 
Day 4 pt1
Day 4 pt1Day 4 pt1
Day 4 pt1
elizabethp1066
 
Changepdf.pdf
Changepdf.pdfChangepdf.pdf
Changepdf.pdf
SUBHASHIVUMA1
 
Leading Change in Organizations
Leading Change in Organizations Leading Change in Organizations
Leading Change in Organizations
Katerina Kalantzi
 
in and chng
in and chngin and chng
in and chng
elizabethp1066
 
Change management
Change managementChange management
Change management
Kailash Chaudhary
 

Similar to Resistance and types of resistance to change (20)

BA 361 lecture ch 16 p.396-403; 405-406; 409-414.ppt
BA 361 lecture ch 16 p.396-403; 405-406; 409-414.pptBA 361 lecture ch 16 p.396-403; 405-406; 409-414.ppt
BA 361 lecture ch 16 p.396-403; 405-406; 409-414.ppt
 
Change Management for The Change
 Change Management for The Change  Change Management for The Change
Change Management for The Change
 
Organizational change
Organizational changeOrganizational change
Organizational change
 
Change and development
Change and developmentChange and development
Change and development
 
Organisational Culture and Organisational Change
Organisational Culture and Organisational ChangeOrganisational Culture and Organisational Change
Organisational Culture and Organisational Change
 
Introduction to Organizational Culture And Organizational Change
Introduction to Organizational Culture And Organizational ChangeIntroduction to Organizational Culture And Organizational Change
Introduction to Organizational Culture And Organizational Change
 
Topic 1 management of change
Topic 1  management of changeTopic 1  management of change
Topic 1 management of change
 
Human Resource Management for Non-Profits
Human Resource Management for Non-ProfitsHuman Resource Management for Non-Profits
Human Resource Management for Non-Profits
 
Organizational change and its approaches
Organizational change and its approachesOrganizational change and its approaches
Organizational change and its approaches
 
Making behavioural change stick - LogiKal event
Making behavioural change stick - LogiKal eventMaking behavioural change stick - LogiKal event
Making behavioural change stick - LogiKal event
 
Communicating changes (1)
Communicating changes (1)Communicating changes (1)
Communicating changes (1)
 
slidesforchangemanagement-141125085630-conversion-gate01
slidesforchangemanagement-141125085630-conversion-gate01slidesforchangemanagement-141125085630-conversion-gate01
slidesforchangemanagement-141125085630-conversion-gate01
 
Change Management PPT Slides
Change Management PPT SlidesChange Management PPT Slides
Change Management PPT Slides
 
Latest Thoughts on Leading change
Latest Thoughts on Leading changeLatest Thoughts on Leading change
Latest Thoughts on Leading change
 
Waqas khichi management lecture chp 6
Waqas khichi management lecture chp 6Waqas khichi management lecture chp 6
Waqas khichi management lecture chp 6
 
Day 4 pt1
Day 4 pt1Day 4 pt1
Day 4 pt1
 
Changepdf.pdf
Changepdf.pdfChangepdf.pdf
Changepdf.pdf
 
Leading Change in Organizations
Leading Change in Organizations Leading Change in Organizations
Leading Change in Organizations
 
in and chng
in and chngin and chng
in and chng
 
Change management
Change managementChange management
Change management
 

More from Dr. Ajith Sundaram

Power bi
Power biPower bi
Notes part iii
Notes   part iiiNotes   part iii
Notes part iii
Dr. Ajith Sundaram
 
Notes part ii
Notes   part iiNotes   part ii
Notes part ii
Dr. Ajith Sundaram
 
Notes part i
Notes   part iNotes   part i
Notes part i
Dr. Ajith Sundaram
 
Class 21 and 22
Class 21 and 22Class 21 and 22
Class 21 and 22
Dr. Ajith Sundaram
 
Class 20
Class 20Class 20
Class 19
Class 19Class 19
Class 17 and 18
Class 17 and 18Class 17 and 18
Class 17 and 18
Dr. Ajith Sundaram
 
Class 16
Class 16Class 16
Class 15
Class 15Class 15
Class 12, 13 and 14
Class 12, 13 and 14Class 12, 13 and 14
Class 12, 13 and 14
Dr. Ajith Sundaram
 
Class 9, 10 and 11
Class 9, 10 and 11Class 9, 10 and 11
Class 9, 10 and 11
Dr. Ajith Sundaram
 
Class 7 and 8
Class 7 and 8Class 7 and 8
Class 7 and 8
Dr. Ajith Sundaram
 
Class 1, 2 and 3
Class 1, 2 and 3Class 1, 2 and 3
Class 1, 2 and 3
Dr. Ajith Sundaram
 
Class 4, 5 and 6
Class 4, 5 and 6Class 4, 5 and 6
Class 4, 5 and 6
Dr. Ajith Sundaram
 
Class 17
Class 17Class 17
Class 16
Class 16Class 16
Class 14
Class 14Class 14
Class 13
Class 13Class 13
Class 12
Class 12Class 12

More from Dr. Ajith Sundaram (20)

Power bi
Power biPower bi
Power bi
 
Notes part iii
Notes   part iiiNotes   part iii
Notes part iii
 
Notes part ii
Notes   part iiNotes   part ii
Notes part ii
 
Notes part i
Notes   part iNotes   part i
Notes part i
 
Class 21 and 22
Class 21 and 22Class 21 and 22
Class 21 and 22
 
Class 20
Class 20Class 20
Class 20
 
Class 19
Class 19Class 19
Class 19
 
Class 17 and 18
Class 17 and 18Class 17 and 18
Class 17 and 18
 
Class 16
Class 16Class 16
Class 16
 
Class 15
Class 15Class 15
Class 15
 
Class 12, 13 and 14
Class 12, 13 and 14Class 12, 13 and 14
Class 12, 13 and 14
 
Class 9, 10 and 11
Class 9, 10 and 11Class 9, 10 and 11
Class 9, 10 and 11
 
Class 7 and 8
Class 7 and 8Class 7 and 8
Class 7 and 8
 
Class 1, 2 and 3
Class 1, 2 and 3Class 1, 2 and 3
Class 1, 2 and 3
 
Class 4, 5 and 6
Class 4, 5 and 6Class 4, 5 and 6
Class 4, 5 and 6
 
Class 17
Class 17Class 17
Class 17
 
Class 16
Class 16Class 16
Class 16
 
Class 14
Class 14Class 14
Class 14
 
Class 13
Class 13Class 13
Class 13
 
Class 12
Class 12Class 12
Class 12
 

Recently uploaded

Standardized tool for Intelligence test.
Standardized tool for Intelligence test.Standardized tool for Intelligence test.
Standardized tool for Intelligence test.
deepaannamalai16
 
NEWSPAPERS - QUESTION 1 - REVISION POWERPOINT.pptx
NEWSPAPERS - QUESTION 1 - REVISION POWERPOINT.pptxNEWSPAPERS - QUESTION 1 - REVISION POWERPOINT.pptx
NEWSPAPERS - QUESTION 1 - REVISION POWERPOINT.pptx
iammrhaywood
 
Gender and Mental Health - Counselling and Family Therapy Applications and In...
Gender and Mental Health - Counselling and Family Therapy Applications and In...Gender and Mental Health - Counselling and Family Therapy Applications and In...
Gender and Mental Health - Counselling and Family Therapy Applications and In...
PsychoTech Services
 
A Visual Guide to 1 Samuel | A Tale of Two Hearts
A Visual Guide to 1 Samuel | A Tale of Two HeartsA Visual Guide to 1 Samuel | A Tale of Two Hearts
A Visual Guide to 1 Samuel | A Tale of Two Hearts
Steve Thomason
 
LAND USE LAND COVER AND NDVI OF MIRZAPUR DISTRICT, UP
LAND USE LAND COVER AND NDVI OF MIRZAPUR DISTRICT, UPLAND USE LAND COVER AND NDVI OF MIRZAPUR DISTRICT, UP
LAND USE LAND COVER AND NDVI OF MIRZAPUR DISTRICT, UP
RAHUL
 
Jemison, MacLaughlin, and Majumder "Broadening Pathways for Editors and Authors"
Jemison, MacLaughlin, and Majumder "Broadening Pathways for Editors and Authors"Jemison, MacLaughlin, and Majumder "Broadening Pathways for Editors and Authors"
Jemison, MacLaughlin, and Majumder "Broadening Pathways for Editors and Authors"
National Information Standards Organization (NISO)
 
Electric Fetus - Record Store Scavenger Hunt
Electric Fetus - Record Store Scavenger HuntElectric Fetus - Record Store Scavenger Hunt
Electric Fetus - Record Store Scavenger Hunt
RamseyBerglund
 
How to deliver Powerpoint Presentations.pptx
How to deliver Powerpoint  Presentations.pptxHow to deliver Powerpoint  Presentations.pptx
How to deliver Powerpoint Presentations.pptx
HajraNaeem15
 
HYPERTENSION - SLIDE SHARE PRESENTATION.
HYPERTENSION - SLIDE SHARE PRESENTATION.HYPERTENSION - SLIDE SHARE PRESENTATION.
HYPERTENSION - SLIDE SHARE PRESENTATION.
deepaannamalai16
 
Beyond Degrees - Empowering the Workforce in the Context of Skills-First.pptx
Beyond Degrees - Empowering the Workforce in the Context of Skills-First.pptxBeyond Degrees - Empowering the Workforce in the Context of Skills-First.pptx
Beyond Degrees - Empowering the Workforce in the Context of Skills-First.pptx
EduSkills OECD
 
BIOLOGY NATIONAL EXAMINATION COUNCIL (NECO) 2024 PRACTICAL MANUAL.pptx
BIOLOGY NATIONAL EXAMINATION COUNCIL (NECO) 2024 PRACTICAL MANUAL.pptxBIOLOGY NATIONAL EXAMINATION COUNCIL (NECO) 2024 PRACTICAL MANUAL.pptx
BIOLOGY NATIONAL EXAMINATION COUNCIL (NECO) 2024 PRACTICAL MANUAL.pptx
RidwanHassanYusuf
 
RHEOLOGY Physical pharmaceutics-II notes for B.pharm 4th sem students
RHEOLOGY Physical pharmaceutics-II notes for B.pharm 4th sem studentsRHEOLOGY Physical pharmaceutics-II notes for B.pharm 4th sem students
RHEOLOGY Physical pharmaceutics-II notes for B.pharm 4th sem students
Himanshu Rai
 
What is Digital Literacy? A guest blog from Andy McLaughlin, University of Ab...
What is Digital Literacy? A guest blog from Andy McLaughlin, University of Ab...What is Digital Literacy? A guest blog from Andy McLaughlin, University of Ab...
What is Digital Literacy? A guest blog from Andy McLaughlin, University of Ab...
GeorgeMilliken2
 
BÀI TẬP BỔ TRỢ TIẾNG ANH 8 CẢ NĂM - GLOBAL SUCCESS - NĂM HỌC 2023-2024 (CÓ FI...
BÀI TẬP BỔ TRỢ TIẾNG ANH 8 CẢ NĂM - GLOBAL SUCCESS - NĂM HỌC 2023-2024 (CÓ FI...BÀI TẬP BỔ TRỢ TIẾNG ANH 8 CẢ NĂM - GLOBAL SUCCESS - NĂM HỌC 2023-2024 (CÓ FI...
BÀI TẬP BỔ TRỢ TIẾNG ANH 8 CẢ NĂM - GLOBAL SUCCESS - NĂM HỌC 2023-2024 (CÓ FI...
Nguyen Thanh Tu Collection
 
Bonku-Babus-Friend by Sathyajith Ray (9)
Bonku-Babus-Friend by Sathyajith Ray  (9)Bonku-Babus-Friend by Sathyajith Ray  (9)
Bonku-Babus-Friend by Sathyajith Ray (9)
nitinpv4ai
 
Leveraging Generative AI to Drive Nonprofit Innovation
Leveraging Generative AI to Drive Nonprofit InnovationLeveraging Generative AI to Drive Nonprofit Innovation
Leveraging Generative AI to Drive Nonprofit Innovation
TechSoup
 
Level 3 NCEA - NZ: A Nation In the Making 1872 - 1900 SML.ppt
Level 3 NCEA - NZ: A  Nation In the Making 1872 - 1900 SML.pptLevel 3 NCEA - NZ: A  Nation In the Making 1872 - 1900 SML.ppt
Level 3 NCEA - NZ: A Nation In the Making 1872 - 1900 SML.ppt
Henry Hollis
 
مصحف القراءات العشر أعد أحرف الخلاف سمير بسيوني.pdf
مصحف القراءات العشر   أعد أحرف الخلاف سمير بسيوني.pdfمصحف القراءات العشر   أعد أحرف الخلاف سمير بسيوني.pdf
مصحف القراءات العشر أعد أحرف الخلاف سمير بسيوني.pdf
سمير بسيوني
 
BÀI TẬP DẠY THÊM TIẾNG ANH LỚP 7 CẢ NĂM FRIENDS PLUS SÁCH CHÂN TRỜI SÁNG TẠO ...
BÀI TẬP DẠY THÊM TIẾNG ANH LỚP 7 CẢ NĂM FRIENDS PLUS SÁCH CHÂN TRỜI SÁNG TẠO ...BÀI TẬP DẠY THÊM TIẾNG ANH LỚP 7 CẢ NĂM FRIENDS PLUS SÁCH CHÂN TRỜI SÁNG TẠO ...
BÀI TẬP DẠY THÊM TIẾNG ANH LỚP 7 CẢ NĂM FRIENDS PLUS SÁCH CHÂN TRỜI SÁNG TẠO ...
Nguyen Thanh Tu Collection
 
math operations ued in python and all used
math operations ued in python and all usedmath operations ued in python and all used
math operations ued in python and all used
ssuser13ffe4
 

Recently uploaded (20)

Standardized tool for Intelligence test.
Standardized tool for Intelligence test.Standardized tool for Intelligence test.
Standardized tool for Intelligence test.
 
NEWSPAPERS - QUESTION 1 - REVISION POWERPOINT.pptx
NEWSPAPERS - QUESTION 1 - REVISION POWERPOINT.pptxNEWSPAPERS - QUESTION 1 - REVISION POWERPOINT.pptx
NEWSPAPERS - QUESTION 1 - REVISION POWERPOINT.pptx
 
Gender and Mental Health - Counselling and Family Therapy Applications and In...
Gender and Mental Health - Counselling and Family Therapy Applications and In...Gender and Mental Health - Counselling and Family Therapy Applications and In...
Gender and Mental Health - Counselling and Family Therapy Applications and In...
 
A Visual Guide to 1 Samuel | A Tale of Two Hearts
A Visual Guide to 1 Samuel | A Tale of Two HeartsA Visual Guide to 1 Samuel | A Tale of Two Hearts
A Visual Guide to 1 Samuel | A Tale of Two Hearts
 
LAND USE LAND COVER AND NDVI OF MIRZAPUR DISTRICT, UP
LAND USE LAND COVER AND NDVI OF MIRZAPUR DISTRICT, UPLAND USE LAND COVER AND NDVI OF MIRZAPUR DISTRICT, UP
LAND USE LAND COVER AND NDVI OF MIRZAPUR DISTRICT, UP
 
Jemison, MacLaughlin, and Majumder "Broadening Pathways for Editors and Authors"
Jemison, MacLaughlin, and Majumder "Broadening Pathways for Editors and Authors"Jemison, MacLaughlin, and Majumder "Broadening Pathways for Editors and Authors"
Jemison, MacLaughlin, and Majumder "Broadening Pathways for Editors and Authors"
 
Electric Fetus - Record Store Scavenger Hunt
Electric Fetus - Record Store Scavenger HuntElectric Fetus - Record Store Scavenger Hunt
Electric Fetus - Record Store Scavenger Hunt
 
How to deliver Powerpoint Presentations.pptx
How to deliver Powerpoint  Presentations.pptxHow to deliver Powerpoint  Presentations.pptx
How to deliver Powerpoint Presentations.pptx
 
HYPERTENSION - SLIDE SHARE PRESENTATION.
HYPERTENSION - SLIDE SHARE PRESENTATION.HYPERTENSION - SLIDE SHARE PRESENTATION.
HYPERTENSION - SLIDE SHARE PRESENTATION.
 
Beyond Degrees - Empowering the Workforce in the Context of Skills-First.pptx
Beyond Degrees - Empowering the Workforce in the Context of Skills-First.pptxBeyond Degrees - Empowering the Workforce in the Context of Skills-First.pptx
Beyond Degrees - Empowering the Workforce in the Context of Skills-First.pptx
 
BIOLOGY NATIONAL EXAMINATION COUNCIL (NECO) 2024 PRACTICAL MANUAL.pptx
BIOLOGY NATIONAL EXAMINATION COUNCIL (NECO) 2024 PRACTICAL MANUAL.pptxBIOLOGY NATIONAL EXAMINATION COUNCIL (NECO) 2024 PRACTICAL MANUAL.pptx
BIOLOGY NATIONAL EXAMINATION COUNCIL (NECO) 2024 PRACTICAL MANUAL.pptx
 
RHEOLOGY Physical pharmaceutics-II notes for B.pharm 4th sem students
RHEOLOGY Physical pharmaceutics-II notes for B.pharm 4th sem studentsRHEOLOGY Physical pharmaceutics-II notes for B.pharm 4th sem students
RHEOLOGY Physical pharmaceutics-II notes for B.pharm 4th sem students
 
What is Digital Literacy? A guest blog from Andy McLaughlin, University of Ab...
What is Digital Literacy? A guest blog from Andy McLaughlin, University of Ab...What is Digital Literacy? A guest blog from Andy McLaughlin, University of Ab...
What is Digital Literacy? A guest blog from Andy McLaughlin, University of Ab...
 
BÀI TẬP BỔ TRỢ TIẾNG ANH 8 CẢ NĂM - GLOBAL SUCCESS - NĂM HỌC 2023-2024 (CÓ FI...
BÀI TẬP BỔ TRỢ TIẾNG ANH 8 CẢ NĂM - GLOBAL SUCCESS - NĂM HỌC 2023-2024 (CÓ FI...BÀI TẬP BỔ TRỢ TIẾNG ANH 8 CẢ NĂM - GLOBAL SUCCESS - NĂM HỌC 2023-2024 (CÓ FI...
BÀI TẬP BỔ TRỢ TIẾNG ANH 8 CẢ NĂM - GLOBAL SUCCESS - NĂM HỌC 2023-2024 (CÓ FI...
 
Bonku-Babus-Friend by Sathyajith Ray (9)
Bonku-Babus-Friend by Sathyajith Ray  (9)Bonku-Babus-Friend by Sathyajith Ray  (9)
Bonku-Babus-Friend by Sathyajith Ray (9)
 
Leveraging Generative AI to Drive Nonprofit Innovation
Leveraging Generative AI to Drive Nonprofit InnovationLeveraging Generative AI to Drive Nonprofit Innovation
Leveraging Generative AI to Drive Nonprofit Innovation
 
Level 3 NCEA - NZ: A Nation In the Making 1872 - 1900 SML.ppt
Level 3 NCEA - NZ: A  Nation In the Making 1872 - 1900 SML.pptLevel 3 NCEA - NZ: A  Nation In the Making 1872 - 1900 SML.ppt
Level 3 NCEA - NZ: A Nation In the Making 1872 - 1900 SML.ppt
 
مصحف القراءات العشر أعد أحرف الخلاف سمير بسيوني.pdf
مصحف القراءات العشر   أعد أحرف الخلاف سمير بسيوني.pdfمصحف القراءات العشر   أعد أحرف الخلاف سمير بسيوني.pdf
مصحف القراءات العشر أعد أحرف الخلاف سمير بسيوني.pdf
 
BÀI TẬP DẠY THÊM TIẾNG ANH LỚP 7 CẢ NĂM FRIENDS PLUS SÁCH CHÂN TRỜI SÁNG TẠO ...
BÀI TẬP DẠY THÊM TIẾNG ANH LỚP 7 CẢ NĂM FRIENDS PLUS SÁCH CHÂN TRỜI SÁNG TẠO ...BÀI TẬP DẠY THÊM TIẾNG ANH LỚP 7 CẢ NĂM FRIENDS PLUS SÁCH CHÂN TRỜI SÁNG TẠO ...
BÀI TẬP DẠY THÊM TIẾNG ANH LỚP 7 CẢ NĂM FRIENDS PLUS SÁCH CHÂN TRỜI SÁNG TẠO ...
 
math operations ued in python and all used
math operations ued in python and all usedmath operations ued in python and all used
math operations ued in python and all used
 

Resistance and types of resistance to change

  • 2. The Nature of Change • Change is any alteration occurring in the work environment that affects the ways in which employees must act. • Organizations tend to achieve an equilibrium in their social structure. • When change comes along, it requires employees to make new adjustments as the organization seeks a new equilibrium. • Disequilibrium occurs when employees are unable to make adequate adjustments.
  • 3. Resistance to change • Resistance to change consists of any employee behaviors designed to discredit, delay, or prevent the implementation of a work change. • Employees resist change because it threatens their needs for : – Security – Social Interaction – Status – Competence – Self-Esteem
  • 4. Resistance to organizational change • Blind resistance • Political resistance • Ideological resistance
  • 5. Rationale for Resistance • I want to stay where I am because… – my needs are already met here – I have invested heavily here – I am in the middle of something important • I do not want to change because… – I do not understand what is being proposed – the destination looks worse than where I am now – there is nothing to attract me forwards – I do not know which way to move – the journey there looks painful – the destination or journey is somehow bad or wrong – I do not trust those who are asking me to change
  • 6. Sources of Individual Resistance to Change
  • 7. Sources of Organizational Resistance to Change
  • 8. Causes of resistance to change • Interference with need fulfilment • Selective perception • Habit • Inconvenience or loss of freedom • Economic implications • Security in the past • Fear of the unknown • Threats to power or influence • Knowledge and skill obsolescence • Organizational structure • Limited resources
  • 10. Four Phases of Transition Denial Resistance Exploration Past Future Commitment
  • 12. Benefits of Resistance • Contrary to popular opinion, resistance to change is not bad. • Resistance can bring some benefits: – Encourage the management to re-examine its change proposals – Identify specific problem areas where change is likely to cause difficulties – Encouraged to do a better job of communicating the change – Resistance also gives management information about the intensity of employee emotions on an issue – Encourage employee to think and talk more about a change
  • 13. Sources of resistance to change may be rational or emotional. • Rational resistance – occurs when people do not have the proper knowledge or information to evaluate the change. – providing information (in the form of data, facts, or other types of concrete information) reduces the resistance • Emotional resistance – involves the psychological problems of fear, anxiety, suspicion, insecurity, and the like. – these feelings are evoked because of people’s perception of how the change will affect them.
  • 14. Ways to reduce resistance to change • Involve interested parties in the planning of change by asking them for suggestions and incorporating their ideas. • Clearly define the need for the change by communicating the strategic decision personally and in written form. • Address the "people needs" of those involved. Disrupt only what needs to be changed. Help people retain friendships, comfortable settings and group norms wherever possible.
  • 15. Ways to reduce resistance to change • Be open and honest. • Do not leave openings for people to return to the status quo. If you and your organization are not ready to commit yourselves to the change, don't announce the strategy. • Focus continually on the positive aspects of the change. Be specific where you can. • Deliver training programs that develop basic skills as opposed to processes such as: conducting meetings, communication, teambuilding, self- esteem, and coaching.
  • 16. Ways to reduce resistance to change • Design flexibility into change by phasing it in wherever possible. This will allow people to complete current efforts and assimilate new behaviours along the way. Allow employees to redefine their roles during the course of implementing change.
  • 17. Overcoming Resistance To Change • Education & Communication • Participation & Involvement • Facilitation & Support • Negotiation & Agreement • Manipulation & Co-optation • Explicit & Implicit Coercion
  • 18. 10 Strategies You Can Use to Overcome Resistance to Change • Address Personal Concerns First • Link the Change to Other Issues People Care About • Tap into People’s Desire to Avoid Loss • Tailor Information to People’s Expectations • Group Your Audience Homogeneously • Take Advantage of People’s Bias—Buy Now, Pay Later! • Make the Change Local & Concrete • Appeal to the Whole Brain • Beware of Overloading People • Know the Pros and Cons of Your Change
  • 19. Stages of Overcoming Resistance
  • 20. Type of Resistance • Logical Resistance or Rational Resistance • This is based on disagreement with facts, rational reasoning, logic, and science. • It occurs because of the time and efforts which is needed to adjust to change.
  • 21. Type of Resistance • Psychological Resistance or Emotional Resistance • This is typically based on emotions, sentiments, and attitudes. • It is internally logical from the perspective of the employees’ attitudes and feelings about change because they may fear the unknown, mistrust the management’s leadership, or feel that their security and self-esteem are threatened.
  • 22. Type of Resistance • Sociological Resistance or Social Resistance • Sociological resistance also is logical, when it is seen as a product of a challenge to group interests, norms, and values.
  • 23. Steps in managed change • Develop new goals and objectives • Select an agent for change • Diagnose the problem • Select methodology • Develop a plan • Strategy for implementation of the plan • Implementation of the plan • Receive and evaluate feedback
  • 24. How to make the change the permanent • Use of group forces, • Use of leadership, • Shared rewards, • Working with unions, and • Concern for employees.
  • 25. Stress • A dynamic condition in which an individual is confronted with an opportunity, constraint, or demand related to what he or she desires and for which the outcome is perceived to be both uncertain and important
  • 27. Environmental Factors • Economic uncertainties of the business cycle • Political uncertainties of political systems • Technological uncertainties of technical innovations • Terrorism in threats to physical safety and security
  • 28. Organizational Factors • Task demands related to the job • Role demands of functioning in an organization • Interpersonal demands created by other employees
  • 29. Individual Factors • Family and personal relationships • Economic problems from exceeding earning capacity • Personality problems arising from basic disposition
  • 30. Individual Approaches for Managing Stress • Implementing time management • Increasing physical exercise • Relaxation training • Expanding social support network
  • 31. Organizational Approaches for Managing Stress • Improved personnel selection and job placement • Training • Use of realistic goal setting • Redesigning of jobs • Increased employee involvement • Improved organizational communication • Establishment of corporate wellness programs
  • 32. Relationship Between Stress and Job Performance