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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
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WHAT IS CHANGE
The act or instance of making or becoming
different.
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RESISTANCE TO CHANGE
“Resistance is an incomplete transition in response to change”.
Bridges(1986)
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NATURE OF RESISTANCE
Positive and Negative
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TYPES AND RESISTANCE
Emotional resistance
Rational resistance
Social resistance
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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
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THE BEHAVIOURAL ELEMENTS
Overt v/s Covert
Conscious v/s Unconscious
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Covert and Conscious: The Saboteur
Covert and Unconscious: The Survivor
Overt and Unconscious: The Zombie
Overt and Conscious: The Protester
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Survivor Saboteur
ZombieProteste
r
Overt
Unconscious
Covert
Conscious
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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
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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?
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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
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REDUCING RESISTANCE TO CHANGE
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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
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METHOD OF HANDLING RESISTANCE
Effective communication Participative decision making Negotiation or making deals Co-optation and manipulation Providing support Coercion/apply force of reason
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TECHNIQUES FOR MANAGING RESISTANCE
Counselling
Force field analysis
Commitment charting
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