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Contemplate that quote for a moment, and then decide for yourself how much resistance to change can cost an organization. There are similar examples that are equally as hilarious. Henry Ford’s lawyer told him that the automobile was a fad but the horse was here to stay. Movie mogul Darryl Zanuck tossed aside the idea of television, sharing his opinion that the world would tire of “staring at a plywood box.” Their resistance to change may have proven a bit short-sighted. Ultimately, change is stressful, and people avoid it because they want to avoid the pain, anguish, frustration and lack of confidence that goes along with it. Even a positive change, like a promotion, can be met with stress as the employee marches into their own new and uncharted territory. Even minor changes can require a brief adjustment period, but large-scale changes can take a long time to adjust to. Resistance to change is as much an organizational and group issue as it is an individual issue. Organizational ResistanceOrganizational cultures and reward systems can foster resistance or acceptance of change. A culture that promotes high levels of trust and cooperation lays the foundation for employees and their acceptance and instigation of change. If employees are punished for honest mistakes, if new ideas aren’t rewarded, and managers aren’t prepared for daily issues with proper training, then that organization is ripe for change resistance. Timing of change can also play a role in organizational inertia. If the organization is still recovering from a large-scale change in organizational structure, that would not be the time to introduce a new information management system. Employees will be likely to resist the change and turmoil that goes along with a second change. Thinking about the order and timing of a planned change can help managers avoid employee resistance. Group ResistanceWe talked about groups in an earlier module, and we learned that when groups start to work well together, it’s because they’ve established norms and cohesion. Central norms in a group can be difficult to change, because they involve the group’s identity. Any change to them is likely to be resisted, as group members will work to protect each other and preserve the group. If a group is used to practicing centralized decision making and suddenly they’ve been told to use a decentralized style of decision making, they’re likely to resist, because it goes against their norm. Group cohesion can affect the acceptance of change. If a cohesive group has been disbanded in favor of a different kind of team structure, the group’s desire to stick together may make them resistant to change. But just as group cohesion can work against change, it can also work for change. A cohesive group looking to implement change can typically overcome any one individual member’s resistance to it. Individual ResistanceSometimes, individual traits can make one change resistant. Culture, personality and prior experiences can contribute to one’s level of acceptance where change is concerned. Practice QuestionHow to Encourage ChangeThat’s a lot of resistance to change. If organizational inertia, group resistance and individual resistance can get in the way of initiating positive or necessary change, how can managers make sure that they minimize change resistance and do the right thing for the organization? Here are some ideas and tactics that can help:
PRactice QuestionManagers can implement change successfully by using a combination of these methods. Understanding the source of resistance is helpful. But none of the solutions above deal with organizational inertia, which requires a broader set of organizational activities. We’ll talk about that, but first, let’s focus on models and processes for introducing planned change. Contribute!Did you have an idea for improving this content? We’d love your input. Improve this pageLearn More Which of the following is a method to overcome resistance to change?Education and Effective Communication: This is one of the commonest techniques for minimizing resistance to change by educating people and promoting awareness through effective communication regarding the benefits of a planned change.
When trying to overcome the resistance for change which approach is best suited when change is technical?The communication and education approach for overcoming resistance to change should be used when the change is technical and the users need accurate information and analysis to understand change.
Which tactic of overcoming resistance to change involves the application of direct threats or force on the resisters?Coercion is the application of direct threats or force on the resisters.
Which of the following is not considered a strategy for dealing with resistance to change?Bullying and harassing people into towing the line is not a way of overcoming resistance to change. By harassing or bullying people, one should not oppose any deviation or change in an organization.
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