In particular, resistance to change has been accepted as one of the major problems for organizational change 1, 2. Pdf resistance to change a new perspective daniela. Abstract we examine the literature on resistance to organizational change and identify two dominant yet contrasting approaches. We argue that strong ties to potentially influential organization members who are ambivalent about a change fencesitters provide the change agent with an affective basis to coopt them. One factor for employees to resist a change stems from feelings of insecurity and uncertainty about the change. Resistance to change organizational behavior human. While resistance to change has been usually conceived as a quintessential human response, individuals may have different reasons for their resistant behaviors. Three theories to help overcome change resistance in service. Charles darwin famously observed that adaptation to change is the key to survival.
Resistance to change may be of the following three types. Anyone attempting to lead change in an organization knows to expect some resistance. With the help of twoway communication, the employees queries and oppositions related to various aspects of change can be quickly addressed and thereby, minimize the objections or hassles which may come. For the study, i used various clinical psychological analysis tools to analyze the situation and better understand the human behavioral elements essential for driving a successful change program.
Reframing resistance to organizational change article pdf available in scandinavian journal of management 273. We illustrate the complex interactions between power and resistance and their role in constituting organization change with reference to a study of change published elsewhere kellogg, 2009. Employees resistance towards organizational change 6 according to the principal agent theory, individuals employees as agents strive to maximize their utility while firm owner as principal strives for maximizing its profitability rees, 1985. The researcher has identified the factors related to employee resistance to change and suggest some solutions to prevent resistance to change.
This article attempts to analyze various individual as well as organizational sources of resistance to change and their impact on the successful implementation of change. Sep 26, 2017 reframing change management theory as an act of creation click to tweet. Without a thoughtful change strategy to address resistance to change, you will trigger strong resistance and organizational turnover. We examine the literature on resistance to organizational change and identify two dominant yet contrasting approaches. This text is timeless and, according to the authors definition, has soul. Earn an online masters degree in organizational performance and workplace learning opwl and online certificates in instructional design, elearning, and performance improvement. Reframing change management theory as an act of creation. This indepth research study adds to existing research in the field by diving deeper into particular facets of resistance management. Benefits of resistance to change mgmt425 organizational. Individual sources of change are the subjective factors, personal habits, inherent fear or inertia and perceptual factors which may act as barriers to implementation of organizationwide change. We show that both of these approaches fail to address power relations adequately. For example, when computers became common, accountants had to shift from accounting on paper to digital accounting. Artistry, choice, and leadership offers a unique opportunity for teaching about organizations, good leadership, and effective management.
Reframing the organization and the role of a change agent. Even though our circumstance may be fraught with hardship, we can learn to trust the cycles of life. We propose an alternative, more critical approach, which shows how both power and resistance constitute organizational change. Resistance is simply a very powerful, very effective, very useful survival mechanism. Based on research resistance to change is the most prevalent reason change never happens or takes years to implement in an organization. From potential job loss to increased job opportunities, the costs and benefits of organizational changes to employees are often unpredictable.
Organisation change management and resistance to change. In reframing resistance to organizational change by thomas robyn and cynthia hardy, i have identiied and outlined two distinct approaches to change. Resistance comes from many variables, but the worst ones come from the individual industry norms or culture, tenure, management, and leadership. People have trouble developing a vision of what life will look like on the other side of a change. Techniques for overcoming resistance to change and.
Proceedings of the 10th international management conference challenges of modern management, november 3rd4th, 2016, bucharest, romania employee resistance to organizational change through managerial reengineering. We show that both of these approaches fail to address power relations adequately and, in so doing, raise practical, ethical and theoretical problems in understanding and managing. We repeatedly experience resistance in difficulties of implementation, little progress, and poor results, rather than increased productivity as anticipated. An observation often reflected in management of change neologisms, this sentiment seems beguilingly simple to those who face the challenges of complex organizational change. The study compares similar change programmes in two us hospitals, one of which was deemed successful at advent hospital and one which was not at bayshore hospital. According to this model, stress and resistance are not inevitable reactions to organizational change. An introduction to reframing organizations reframing organizations is more than a standard organizational behavior ob text. On the one hand, this paper will be of interest to the organizational managers, bpr.
Become more discriminating consumers of organizational theory and advice. The multidimensional nature of resistance to change. We show that both of these approaches fail to address power relations adequately and, in so doing, raise practical, ethical and theoretical problems in understanding and managing change. Organizational resistance to change is an emergent property, and individual resistance to change can give rise to organizational resistance.
Journal of organizational change management, 201, 126144. While many authors agreed that resistance is a natural phenomenon and can be utilized for positive benefit of the organizational change efforts, there. The risk of change is seen as greater than the risk of standing still making a change requires a kind of leap of faith. Expecting resistance to change and planning for it from the start of your change management progamme will allow you to effectively manage objections. So, they tend to cling to the known rather than embrace the unknown. Resistance to change provides a degree of stability and predictability to behavior, as it does not allow immediate change. Using reframing organizations as the basic text, it is possible to design courses that teach students to. We then examine the literature on organizational change and identify three. Reframing resistance to organizational change sciencedirect. The article also provides a comparative analysis on different approaches towards organizational change guided, planned and directed and the causes of resistance for. The human resource framework places people first, which is very similar to stewardship or servant leadership where participation in decision making and problem solving are primary components of the model. May 23, 2011 organizational change reasons why people resist change. All resistance is not generated by grieving something that will soon be lost. Overcoming resistance to change ut health san antonio.
Resistance to change is as much an organizational and group issue as it is an individual issue. Rate your leadership orientations using the bolman and deals frames quick selfrating scale apply reframing strategies and analyze your leadership approach to a case study. It is natural to resist modifications since they can mean more risks, upsetting the established balance and emotional stress. Resisting organizational change we are continuously reminded of how change induces controversy and resistance, regardless of support. Organizational stakeholders will resist change when they do not see any rewards.
Reframing is not a denial that the challenge that we have been dealt is a difficult one. Taking the saudi telecommunication company stc as the unit of analysis and utilizing descriptive analytic approach, we investigated the subject of discourse using a sample of 450 skilled employees. Resisting organizational change andersson international. Resistance causes us to deploy a strategy to get buyin to get the good ideas implemented. Overcoming resistance to change university of texas. If it were not for resistance, bad ideas would be initiated and implemented right along with the good ideas. Top 12 reasons why people resist change understanding. Abstract global competition is driving organizations to become better and more streamlined. This kind of resistance basically arises from the time people genuinely take to adapt and adjust to changes. Understanding its unique nature and contributions, as well as its underlying philosophy and values, clarifies its possibilities in the classroom. We start by introducing the concept of identity as discursively constructed. We examine the literature on resistance to organizational change and identify two dominant yet.
A positive approach to stress, resistance, and organizational. How to reduce employee resistance to change the balance. Resistance to change has been defined by alvin zander 1950 in dent and goldberg 1999. The present study has aimed at identifying the impact of the transformational leadership on organizational change management at jordan ahli bank. Reframing resistance 4 an array of differing perspectives inform the topical arenas of change resistance and what it takes to create sustainable change.
Strong ties and affective cooptation abstract we propose a relational theory of how change agents in organizations use the strength of ties in their network to overcome resistance to change. Cynicism cynicism is a customary response from the workforce during various stages of organizational change, often because. As kotter 1995 found, it is possible for the resistance to be sited within the individ ual, but it is much more likely to be found elsewhere in the system. Pdf we examine the literature on resistance to organizational change and identify two dominant yet contrasting approaches. Individual resistance from employees to organizational change dr.
Resistance to change can be explained by several factors. Some people naturally meet change with resistance, and thats ok. Obstacles, resistance and impact of change in organizations. Reframing resistance to organizational change, scandinavian journal of. Rather, what makes organizational change stressful or susceptible to resistance of employees is the way people are treated during. Resistance to change can generally be divided into two forms. We also show how this reification of identities obscures a. The main reasons for resistance to change are both individual and organization. This cooptation increases the probability that the organization will adopt the change. Another, sometimes hidden, set of factors causing organizational inertia is politics, conflict of interests and power struggles. Chuang,yuhshy, international business department, ching yun university abstract core competitiveness is the capability of a company to survive while facing strong competition, not only from inside the country but also from international corporations. The political framework is where the political leader.
Organizational change is about giving up current practices in favor of something new. Resistance to change and emotional intelligence 10 navigate through the change process. Gradually, a wall begins to form between us and them champions who support the change, and resisters who openly or quietly oppose it. This warp theory of change reflects a simplistic view of people and resistance. Organizational change reasons why people resist change. Resistance to change in organizations mba knowledge base. Mar 23, 2017 resistance to change is a wellknown phenomenon. This study examines the obstacles, resistance and impact of change in organizations.
Resistance to change is a huge factor for companies wanting to drive innovation, change, and get an upper hand on their competition. This article gives a deep insight on organizational change, forces that trigger change, resistance to change that raises as an outcome and certain ways to deal with this change. Resistance to organizational change has too often been portrayed in a limited way, usually as a negative behavioural response of firstlevel employees. Organizational change can affect individuals in a number of ways. Unfortunately, approaching change with an us versus them mindset actually increases pushback. Organizational inertia is the tendency for an organization as a whole to resist change and want to maintain the status quo. Organizational change and dealing with employees resistance. According to kotter and schlesinger 1979 proposed six crucial techniques for overcoming the resistance to change. Organizational change abstract does it matter what change model is used to make a change in an organization. A system dynamics model of resistance to organizational change. Individual and organizational sources of resistance to change.
Organizational change model unfreezing changing refreezing disconfirmation anxiety or guilt personal safety identify role models scan for information restructure, reframe test fit to self test fit to key relationships resistance habit, fear, time, vested interests, 4. That environment in turn encourages increased resistance to. Baker abstract while some resistance to change is inevitable, this article suggests that inept management strategies can often cause the normal unease associated with a change to accelerate into more severe problems. The risk of change is seen as greater than the risk of standing still making a change requires a kind of leap of. Resistance to organizational change and the value of. Many people welcome change which brings with it relief from problems and frustrations they experience in the. Resistance to organizational change and the value of communication. Individual and organizational sources of resistance to change individual sources of resistance towards a change exist in the basic human tenets or characteristics and are influenced by the differences in perception, personal background, needs or personalityrelated differences.
Employees do not know what the future brings and what the consequences will be. Rea sons for negative reactions to change are explored and practical solu. Change is uncomfortable and requires new ways of thinking and doing. Resistance to change people are fearful because change carries the risk of making them worse off. Resistance to change is a natural reaction when employees are asked, well, to change. There is a common business saying that managers get what they reward. A selfreinforcing loop of increasing resistance can develop as individuals create an environment in which resistance to change is the norm.
Various definitions on resistance to organizational change have been given by various scholars, some of which this paper tries to highlight. If this is the first time you use this feature, you will be asked to authorise cambridge core to. Pdf reframing resistance to organizational change researchgate. Reframing resistance to organizational change core. Major change generates structural implications needs for different formalized relationships and alignments. While the academic literature has identified a number of dimensions of resistance, it has not assembled them in one study. Forces for and resistance to organizational change fred c. Understanding the most common reasons people object to change gives you the opportunity to plan your change strategy to address these. When we think of people as resisters, we dont truly engage with them. Artistry, choice and leadership by lee bolman and terrence deal, first published in 1984, is a classic organizational development text now in its 5th edition 20. To effectively address organizational resistance to change, it is important to understand the reasons. The change agents role is designed to help facilitate and make the transition uncomplicated.
The research document of individual and organizational behavior has found that organization groups and individuals resist change. Peter senge and systemic view on organizational change. Resistance is a natural response to change and can be destructive. Resistance is normally characterized as a set of behaviours located in and. We argue that strong ties to potentially influential. We show that both of these approaches fail to address power relations. Jan 30, 2017 gradually, a wall begins to form between us and them champions who support the change, and resisters who openly or quietly oppose it.
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