resistance to change management (final)

INSTITUTE OF MANAGEMENT STUDIES, INDORE

A Presentation On:- Resistance To Change

Submitted To: Submitted By:

Dr. Shine David Aparna Bakre Apoorva Nivsarkar Jayshree Pateriya Lubha Jain Radhika Bhagwat Shweta Singh

WHAT IS CHANGE

The act or instance of making or becoming

different.

RESISTANCE TO CHANGE

“Resistance is an incomplete transition in response to change”.

Bridges(1986)

NATURE OF RESISTANCE

Positive and Negative

TYPES AND RESISTANCE

Emotional resistance

Rational resistance

Social resistance

FACTORS CONTRIBUTING TO RESISTANCE

1. Rational Factors

2. Non rational Factors

3. Political Factors

4. Management Factors

5. Individual Factors

6. Group Factors

7. Organizational Factors

THE BEHAVIOURAL ELEMENTS

Overt v/s Covert

Conscious v/s Unconscious

Covert and Conscious: The Saboteur

Covert and Unconscious: The Survivor

Overt and Unconscious: The Zombie

Overt and Conscious: The Protester

Survivor Saboteur

ZombieProteste

r

Overt

Unconscious

Covert

Conscious

Overt active reaction Covert active reaction

•Resistance •Oppose•Argue•Obstruct

• Support• Initiate

• embrace

ResistanceStallDismantleUndermine

SupportSupport & co-operate

Overt passive reaction Covert passive reaction

ObserveRefrainWait

Agreeaccept

IgnoreWithdrawAvoid

Give-incomply

Overt Covert

Active

Passive

THE MANAGEMENT’S CHALLENGE

Discovering Resistanceo Do those who are responsible for change

implementation realise that it is based on a serious need?

o Do those involved describe the need for change in the same way?

o Is there a common end goal for change to which everyone agrees?

o Does everyone believe the goal is attainable and helps the organization?

o Is there an unanimous confidence in the person selected to manage the change?

Adopting a Balanced Approach

REDUCING RESISTANCE TO CHANGE

Education and Communication

Participation and Involvement

Facilitation and Support

Negotiation and Agreement

Manipulation and Co-optation

Explicit and Implicit Coercion

Where people lack information or have inaccurate info. And analysis of the

situation

Where all the information needed to design the change is not available and where others have considerable power

to resist

In situations where people are resisting because they have adjustment

problems

There are chances of someone or some group losing out in a change and where that group has considerable power to

resist

Situations where other tactics will not work or are too expensive

Where speed is essential and the change initiators possess considerable

power

METHOD OF HANDLING RESISTANCE

Effective communication Participative decision making Negotiation or making deals Co-optation and manipulation Providing support Coercion/apply force of reason

TECHNIQUES FOR MANAGING RESISTANCE

Counselling

Force field analysis

Commitment charting