Sources of resistance Change

resistance

Individual 1.Habit 2. Security 3. Selective information processing 4.Economic factors

Group level 1. Group inertia 2. Structural inertia 3. Power maintenance 4. Functional sub optimization 5. Organizational culture

Overcoming Resistance Education & Communication Participation * involvement Facilitation & Support Negotiation & Agreement Manipulation & Cooperation Explicit & Implicit Coercion

Approach

Commonly Plus used

Help by people when persuaded to participate

Minus

Education & Lack of/or communication inaccurate information & analyses Participation & Involvement

Time consuming when more people involved When info Committed More time if irrelevant & participants design others in & integration inappropriatel position to of info with y made resist participants

Facilitation & support

Resistance due to adjustment problems

Only workable approach

Expensive, time consuming, may not succeed Expensive if others also take to negotiation Future problems if people get wise Risky if initiator not careful

Negotiation & Power to agreement resist & loss is sure in change Manipulation Other tactics & failure or cooperation costly Explicit & implicit coercion When speed is important

Easy way to avoid major resistance Quick & inexpensive

Speedy

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

Understanding & discussions

Factual, accurate, easily accessible information Dissemination of information across levels Information satisfies all queries Ensure that all understand real issues

Time & timing

Levels of Participation

Management action Employee action

Delegate decision making authority Group Soliciting inputs Manage/implement decision Task assignment & accountability Formulate plans & solutions Making task forces Group suggestions/recommendation Analysis or problems/alternatives Individual suggestions Face to face discussion/voice opinions/e-exchanges Attend briefing/ inclusion in distribution list

Consultation inclusion

 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& offer suggestions

 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 of capabilities Re-examining beliefs

 Test reactions to new approach before commitment More facts to base attitudes First hand experience of change for people with strong perceptions Reconsideration of perception about change Change not perceived as threat Management better placed to evaluate method of change Making modifications before final implementation

THANKS