Reasons for resistance to change, HR Management

Reasons for resistance to change

According to Kotter and Schlesinger (1979), there are four reasons or causes that people are resisting change:

  1. Parochial self-interest. Some people are more worried with the effect of the change for themselves and how it may affect their personal interests, rather than consider the effects for the victory of the business.
  2. Misunderstanding. Communication troubles or insufficient information.
  3. Low tolerance of change. Some people are very intense on feeling secure and want stability in their work.
  4. Different assessments of the situation. A few employees may oppose the reasons for the change and with the merits and demerits of the change process.

Six approaches to deal with resistance to change

Kotter and Schlesinger have provided with the six (6) change approaches to handle with change resistance:

1.     Education and Communication. To update and educate people about the change effort in advance. Preceding communication and knowledge helps employees observe the logic in the change attempt.

2.     Participation and Involvement. When employees are included in the change effort they are more apt to want change rather than resist it.

3.     Facilitation and Support. Managerial assistance helps employees to deal with their fear and nervousness during a change period.

4.     Negotiation and Agreement. Managers can fight resistance by providing incentives to employees not to oppose change. This can be done by permitting people who are resisting the change.

5.     Manipulation and Co-optation. Where other strategies will not work or are too expensive. Kotter and Schlesinger recommend that an efficient manipulation technique is: to co-opt with people who are opposing the change.

6.     Explicit and Implicit Coercion. Where quick effort is essential. And to be used only as final option. Managers can explicitly or implicitly force employees for accepting change by dismissals, jobs losses, employee transfers, or not promoting employees. 

Posted Date: 7/24/2012 3:30:03 AM | Location : United States







Related Discussions:- Reasons for resistance to change, Assignment Help, Ask Question on Reasons for resistance to change, Get Answer, Expert's Help, Reasons for resistance to change Discussions

Write discussion on Reasons for resistance to change
Your posts are moderated
Related Questions
Oral warnings: whenever an employee commits minor omissions he may be given an oral reprimand by the superior concerned. In such cases, the superior should enlighten the employee a

Question 1 Discuss the elements of compensation package Question 2 Describe the importance of employee satisfaction. Describe the link between employee satisfaction and compe

Question: a) Explain the Verma;K (1996) model for effective human resource management and explain its importance in managing projects. b) According to the Verma;K (1996)


Performance measurement is concerned with measuring individuals effectiveness in their roles understanding their aspirations and determining which development actions would be the

Question 1: In what ways does job analysis contribute to the following areas: (a) Employee relations (b) Job evaluation (c) Training needs analysis (d) Performance app

Explain the Types of Communication in an Organization? A. No matter what your level in the organization, you have an important Communication role. B.

Question : (a) With the recent recession, the business environment has been facing lots of turbulences. As such, organizations have a surplus of employees due to the fact that

Question 1: (a) What is meant by conflict in organisations? (b) Distinguish the positive and negative impacts of conflict in organizations. (c) Suggest two methods that

T ask Interdependence That is the extent in which a task requires people to work interdependently for their successful completion. For example to making a car can be de