¶ … Resistance to Change Change is one of the most predictable forces in any organization today. With competition reaching cutthroat levels and organizations struggling to gain greater market share, it is only practical to expect change. Change can be in many forms. A firm may come up with a different strategy for selling its products or increasing its production or an organization might decide to introduce new technology to enhance productivity. But as certain as change is, resistance to it is also a given. When change is introduced in any form, people who are already accustomed to the old ways are more likely to resist changes. They would want to do anything in their power to stick with the old ways of doing things and this can create friction, resentment and overall performance degradation. To minimize risks of resistance and to overcome it, there are several methods that consultants advocate....
Some of them are more general in nature and thus are applicable to every organization regardless of the industry in which it operates but others are more specific and thus target specific organizations. Here we shall be discussing two important and general methods of overcoming resistance to change.
Resistance to Change: The various analyses regarding resistance to change tend to take the perspective that change agents are usually doing the right thing whereas its recipients establish unreasonable barriers to hinder the occurrence of the change. Consequently, change agents tend to be viewed as undeserving victims of the dysfunctional and absurd reactions of change recipients. Rather than the perspective of change agents as people who develop their environments and realities,
Existence value of resistance Organization change involves introducing new conversations and shifting existing conversations and patterns of discourse. However, new conversations have a hard time competing with existing conversation and so the challenge for change agents is getting new conversation heard. This is where resistance can be of value. Resistance helps to keep the conversations in existence. Although talking negatively or complaining and criticizing have been viewed as resistance, it can
Change Management in Public Organizations Change management involves an organization moving through adjustments to bring it into a different point in its development (Anderson & Anderson, 2001). Companies are almost always changing and growing, but when change management is involved these changes are calculated and they take place in a planned way. The goal is to move the company forward so that it can continue to grow and develop with the
Change Is Never Easy One of the hardest things for any company to accomplish is graceful change. This is true for at least several reasons. The first is that change is psychologically difficult: Letting go of the known for the unknown, even when the unknown is likely to be a good deal better, can seem fraught with numerous perils. The other major reason that change can be so difficult for companies
1.3. Summary of argument, Hypothesis The role of leadership styles and their applicability to the success or failure of mergers, acquisitions and alliances is the focus of this research. Any leadership study, to be relevant, must also focus on the needs of those served by the organizations studies. That is why in the proposed Change Management Equilibrium Model have customer-driven processes at their center or core. The focus of the research
In that sense, Wilkoff (1995, as cited by Weick & Quinn, 1999) reports on her attempts to intervene between two companies that had fused together in an unsuccessful mergence. The actors of the various companies persistently disagreed due to cultural differences in mindset, whereupon the consultant, recognizing this, changed her strategy. She began meeting with each actor separately and explaining the other's performance from his or her particular cultural assumptions.
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