individual resistance to change

For example, resistance to a change in product line can stimulate a healthy debate over the merits of the idea and, thus, result in a better decision. The modern life is so complex that nobody wants to consider the full range of options for the hundreds of decisions we have to make every day.

As a last resort managers can overcome resistance to change by forcing employees to accept the change or implementing such dramatic measures as terminating their employment. Individual Resistance. Such type of resistance is primarily caused by the lack of communication between management and employees which breeds various types of rumours, and speculations regarding the purpose of changes that are being implemented. There are many examples of how habit can be an obstruction in the way of implementing change. According to Senior (2002) some employees might resist change on an individual basis if the change is likely to break up their established work groups. For example, when computers became common, accountantshad to shift from accounting on paper to digital accounting. The main obstructions in the way of devising an effecting change plan and implementing it include habit, security, economic factors, fear of unknown, lack of awareness, social factors and others (Dantzker, 1999). This, is turn, results in uncomfortable feelings of social isolation and loneliness. Opinion leaders among change resisters should be approached and offered symbolic roles in decision making related to the change plan and at the same time it should be ensured that they do not affect negatively the change project. Table 9.1: Reasons of Resistance to Change. If you wish to opt out, please close your SlideShare account. Misunderstanding among workforce regarding the purpose of the change is also likely to result in resistance from specific members of organisation and is caused by inadequate information supplied to employees and communication problems in the organisation. The fear of the unknown always has a major impact on the decision of the individuals. Therefore, if change proposed by the company relates to the organisational structure or displaces team members in any other ways this type of change is most likely to face resistance from some members of the team. I ordered in HelpWriting.net I know exactly that I can trust them.They can help you with any kind of assignment - from high school essay to PhD dissertation.

For such type of employees it will be difficult to adapt to the new ways of dealing with the phone calls due to their habit which they had for a long period of time. Majority of resisters to change have low tolerance to change possibly due to the nature of their personalities and their preference for security and stability for their work. Resistance to change may be of the following three types: a) Logical resistance: This kind of resistance basically arises from the time people genuinely take to adapt and adjust to changes. • Reasons of individual resistance: • Economic Reason –The economic reason of resistance to change usually focus on: • Fear of technological unemployment. But if the change is not properly communicated that to in an acceptable manner to the employees, it is likely to cause resistance. Resistance to change, may also be very subtle and indirect, such as dissatisfaction, grievances, requests for transfers, absenteeism and conflict among the members of a work team. And one of the most popular methods of achieving efficiency through change is the activity of de-layering. Because of the highly competitive nature of today’s local and global business environment constant change has become an integral part of any business strategy.

Senior level management can devise an effective change strategy that if implemented will positively contribute to the long-term growth of the company through creating competitive edge. These reasons are : 1. In other words, their viewpoints regarding proposed change should be taken into account and alterations to the plan should be adopted wherever necessary according to the feedback from employees. As a result when different forms of changes are being implemented in other organisations that do not involve downsizing, still employees may perceive them as threat to their positions and therefore employees may resist to changes.

It is obvious that as a result of de-layering certain members of organisation are going to lose some of their powers, and therefore are most likely to oppose the organisational change through de-layering. This can be achieved through intensive communication with the workforce and providing detailed information about which business processes need to be changed and why. Life is complex enough; we don't need to consider the full range of options for the hundreds of decisions we … Similarly, the process of change is slow, the resistance will be less as compared to rapid or sudden changes. (iii) Workers may fear that they will be demoted if they do not acquire the skills required for the new jobs. Individuals may resist changes because they feel that con-trol over their life situation is taken away from them with changes that are imposed on them rather than being self-initiated. Wynn, G, 2011, Managing Resistance to Change, Available at. For instance, a situation may occur in an organisation where senior level management tries to promote cost cutting initiatives to tactical and operational level management as well as to floor level workers by means of being economically efficient when using company stationery, print and other technology. But this is not correct because individual level changes will have impact on the group which in turn will influence the whole organization. Also, it has been noted by many authors that “employees presumably resist change because they have a natural preference and fear of unknown” (Boonstra, 2004, p.338). Lack of Communication : If the workers are given an opportunity to participate in the process of change the resistance is likely to be less. Interestingly, in some cases such a fear is unnecessary, because the changes are not going to have a direct affect to employees who are experiencing the fear or even if changes are going to affect them, the impact is positive and will help them to conduct their duties in a more efficient manner. Extent of Change : If there is a minor change and the change involves only the routine operations, the resistance, if any, will be minimum. Resistance to change can also be a source of functional conflict. Specifically, as a result of the change employees are required to introduce themselves and the name of the company first when answering the phone.

The reasons of resistance to change can be divided for analytical purposes, into two broad categories of individual and organizational resistance to change. Insecurity : One of the major reasons for resistance to change is uncertainty about the impact of change, specially on job security. Such a necessity has evolved because of increased level of competition in many industries caused by globalisation, technological advancement and increasing role of internet. This naturally takes time to adapt to. Thirdly, employees should be included in decision-making processes related to change. However, this strategy is difficult to implement due to the fact that it may prove challenging to identify leaders of resisters, and find suitable roles for them. Follow the link, new dating source: ♥♥♥ http://bit.ly/2u6xbL5 ♥♥♥, Dating direct: ❶❶❶ http://bit.ly/2u6xbL5 ❶❶❶, Organizational and Individual Causes of Resistance to Change (Essay Sample), Resistance and types of resistance to change, 9650100436 DLF-SKY-Court-Sector-86-Gurgaon, No public clipboards found for this slide, Individual resistance to change - Organizational Change and Development - Manu Melwin Joy. A large factor in producing an effective change is to limit the amount of individual resistance to change. That's why employees often suspect the reason for change and try to oppose the same.

Employees need to be educated and information need to be communicated to them about why the change is necessary and what business processes and which positions within organisation the change is going to affect. 1. Individual level changes may take place due to changes in job assignment, transfer of an employee to a different location or the changes in the maturity level of a person which occurs over a passage of time. But the major changes like reshuffling of staff will lead to major visible resistance. Employees negatively affected as a result of change should be negotiated with and incentives might be offered to them in some forms in order to compensate them, thus overcoming their resistance. Slideshare uses cookies to improve functionality and performance, and to provide you with relevant advertising. Organizational Development. Individual Resistance • Individual sources of resistance to change reside in basic human characteristics such as perceptions, personalities & needs.

Dessler, G & Phillips, J, 2008, Managing Now, Cengage Learning, Duke, DL, 2010, The Challenges of School District Leadership, Taylor & Francis, George, JM & Jones, GR, 2008, Understanding and Managing Organisational Behaviour, 5, Griffin, RW & Moorhead, G, 2009, Organisational Behaviour: Managing People and Organisations, Cengage Learning, Hughes, M & Wearing, M, 2007, Organisations and Management in Social Work, SAGE Publications. Another significant reason of individual resistance to change relates to the individual security issues felt by employees. Generally, new technology is associated with the reduction of labour intake and therefore, people will resist a change that will affect their employment. Instead all of us rely on habits or programmed responses.

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