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
The nature of Organizational Behavior will be evaluated based on its effectiveness and the impact it is making. 1. Organizational Behaviour is Multidisciplinary: This means t

Read the excerpt attached carefully and answer the following questions: (a)(i) Two roles of HRM namely (i) Boosting productivity & (ii) Enhancing service are spelt out in the ex

internal factors affecting selection

Least Cost Selection (LCS) In the previous section you learnt that FBS is used when the budget is fixed hence the consultant who has submitted the highest ranked proposal withi

Explain the techniques of Data mining Data mining techniques used have to be specific to the domain and also depend on the area of application. Important requirements are that

Q. What is Behaviourally anchored rating scales? Behaviourally anchored rating scales: some times this is called behavioural expectation scales, are rating scales whose scales

HR Department: Facilitator or Organiser?, HR Managementon.

IIBM Institute of Business Management Caselet 2 The contexts in which human resources are managed in today''s organizations are constantly, changing. No longer do firms utilize one

Advantage of time wage system: 1. Simplicity is the greatest merits of time wage system time which a man expands on a job is easy to measure. 2. The quality of the work is

Worksheet/Instructions for Experiments A filing cabinet is a good place for these. Failing that, a cardboard storage case or suitable box can be used. They can be arranged in a