View
226
Download
0
Category
Preview:
Citation preview
8/3/2019 Odc2 Resistance to Change
1/12
8/3/2019 Odc2 Resistance to Change
2/12
Change resistanceSources of resistance
Group level1.Group inertia
2.Structural inertia3.Power maintenance4.Functional sub
optimization5.Organizational culture
Individual1.Habit2. Security3. Selectiveinformation
processing4.Economic factors
8/3/2019 Odc2 Resistance to Change
3/12
Overcoming Resistance
Education & Communication
Participation * involvement
Facilitation & Support
Negotiation & Agreement
Manipulation & Cooperation
Explicit & Implicit Coercion
8/3/2019 Odc2 Resistance to Change
4/12
Approach Commonlyused
Plus Minus
Education &communication
Lack of/orinaccurate
information& analyses
Help bypeople when
persuaded toparticipate
Timeconsuming
when morepeopleinvolved
Participation &
Involvement
When info
irrelevant &others inposition toresist
Committed
participants& integrationof info withparticipants
More time if
designinappropriately made
8/3/2019 Odc2 Resistance to Change
5/12
Facilitation &support
Resistancedue toadjustment
problems
Onlyworkableapproach
Expensive,
timeconsuming,
may notsucceed
Negotiation &agreement
Power toresist & loss
is sure inchange
Easy way toavoid major
resistance
Expensive ifothers also
take tonegotiation
Manipulation&
cooperation
Other tacticsfailure or
costly
Quick &inexpensive
Futureproblems if
people getwise
Explicit &implicit
coercion
When speedis important
Speedy Risky ifinitiator not
careful
8/3/2019 Odc2 Resistance to Change
6/12
Compulsion threats & bribery
Persuasion, rewards, bargaining
Matching rewards to needs & goals
Consider all suggestions/complaints
flexibility Security & guarantees
Internal replacements for separations naturally
Gainful employment of employees
Upgrading & training
Reduce/eliminate overtime work
Investing & implementing new areas of business activity
Absorbing extra work to work force till all productively used
8/3/2019 Odc2 Resistance to Change
7/12
Understanding & discussions
Factual, accurate, easily accessible information
Dissemination of information across levels
Information satisfies all queries Ensure that all understand real issues
Time & timing
8/3/2019 Odc2 Resistance to Change
8/12
Levels of Participation
Management action Employee action
Delegate decisionmaking authority
Manage/implement decision
Task assignment & accountability
Group Formulate plans & solutionsMaking task forces
Soliciting inputs Group suggestions/recommendation
Analysis or problems/alternatives
Individual suggestions
Consultation Face to face discussion/voiceopinions/e-exchanges
inclusion Attend briefing/ inclusion indistribution list
8/3/2019 Odc2 Resistance to Change
9/12
People involved want to participate Reasonable security in his/her role & position
Absence of commitment to any single course of
commitment Credit/recognition to all worthwhile
contributions by others
Employee willingness to voice concerns& offersuggestions
8/3/2019 Odc2 Resistance to Change
10/12
Better & complete understanding of change,causes, consequences
Full participation
Increase in employee confidence First hand ideas for change
More commitment
Broadening of outlook
Broader perspective & development ofcapabilities
Re-examining beliefs
8/3/2019 Odc2 Resistance to Change
11/12
Test reactions to new approach beforecommitment
More facts to base attitudes
First hand experience of change for people withstrong perceptions
Reconsideration of perception about change
Change not perceived as threat
Management better placed to evaluate methodof change
Making modifications before finalimplementation
8/3/2019 Odc2 Resistance to Change
12/12
THANKS
Recommended