P6-IOP - Q18 - 28 Causes of Resistance to Change in an Organization (28…
P6-IOP - Q18 - 28 Causes of Resistance to Change in an Organization
Organizational change is an activity of transformation or modification of something in your organizational system. The main purpose of this activity is to make improvements of your business performances.
managing resistance to change recognize four types of persons
Persons who will initiate the change process.
Persons who will accept the proposed change.
Persons who will be indifferent to the proposed change.
Persons who will not accept the proposed change.
28 Causes of Resistance to Change
Threat of power on an individual level.
It is more likely that managers will resist changes that will decrease their power and transfers it to their subordinates. In such a way, threat of power is one of the causes of resistance to change;
Losing the control by employees.
The change process sometimes can reduce the level of control that managers can conduct. In such a way managers can resist the proposed changes if the change process will require reduction of their control power;
Threat of power on an organizational level.
With the change process, some groups, departments or sectors of the organization become more powerful. Because of that, some persons will be opposed to such a proposal or processes where they will lose their organizational power;
Increasing the control of the employees.
Organizational changes can increase the managerial control of the employees, and this process can produce employees to become resistant to such proposal proposals of change;
Organizational changes sometimes can be seen from the employee’s side simply as something that will decrease or increase their salary or other economic privileges that some workplace brings to them in the moment before implementation of the change process. It is normal to expect that those people who feel that they will lose the portion of their salary will resist the change.
Image, prestige and reputation.
Each workplace brings adequate image, prestige and reputation that are important to all employees. Organizational changes can make a drastic shift in these employee’s benefits. If this is the case with the proposed change, then it will produce dissatisfaction. So, image, prestige and reputation is one of the causes of resistance to change;
Threat of comfort.
Organizational changes in many cases results in personal discomfort and make employee’s life more difficult. They make a transfer from the comfort of the status quo to the discomfort of the new situation. Employees have the skills to do an old job without some special attention to accomplishing the task. Each new task requires forgetting the old methods of doing the job and learning new things that lead to waste of energy, and causes dissatisfaction;
Organizational change can eliminate some work places, can produce technological excess, layoffs and so on. Job’s security simply is one of the causes of resistance to change;
Reallocation of resources.
With organizational changes, some groups, departments or sectors of the organization can receive more resources while others will lose. So, this will bring resistance from the individuals, groups or departments who will lose some of their currently available resources.
Already gained interests
of some organized groups in the company. Organizational change can make new groups more significant for the success of the organization. That’s a big threat for old coalitions that will cause resistance to change in those groups that will become more insignificant with the proposals;
Implications on personal plans.
Organizational change can stop other plans, projects or other personal or family activities. In such a way this become one of the causes of resistance to change for those persons who will be reached by this change;
Too much dependence on others.
In an organization there are employees who too much depend on other individuals. This dependence is based on current support that they receive from powerful individuals. If the change process brings the threat of that dependence, it will cause resistance to change of those persons that will be threatened by this change;
Misunderstanding the process.
Organizational individuals usually resist change when they do not understand the real purpose of the proposed changes. When employees don’t understand the process, they usually assume something bad. This will cause resistance to change;
Mistrust to initiators of change.
When employees don’t have trust to the initiators of the process, the process will not be accepted and this will cause resistance to change;
Different evaluation and perception.
Different evaluation and perception can affect the organizational changes if there are persons who consider the proposed changes as a bad idea. Because of that they are resistant to proposed changes.
Prepared by: Srinivas Adapa
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