Change is a constant at every organization, but employees have quickly become the number one opponent of change. There are several different reasons why employees have learned to resist change, but the primary reason is the bad management of change in the workplace.
Causes of Resistance to Organizational Change Causes of Resistance to Organizational Change The main reasons for resistance to change are both individual and organization. The research document of individual and organizational behavior has found that organization groups and individuals resist change.
Resistance to change provides a degree of stability and predictability to behavior, as it does not allow immediate change. If there was no resistance to change the organization will take on characteristics of chaotic randomness.
There may be reasons for resistance to change for analytical purpose, lets us categories the causes into the following. Individual Resistance Individual arise due to differing perceptions, personalities and needs. Some of these reasons appear to be rational and emotional. These reasons are listed below, a.
Economic Factors The economic reasons for the resistance to change may be the following: In organization when the development or change on technology takes place, employee resists the change.
Employee may fear that the change will lead to technological unemployment. Generally, new technology is associated with education of labor intake and therefore they resist the change. For example the introduction of computer in an organization means that employee will have to learn the certain package to work efficiently.
They may not be liked by some employees and they develop negative attitude towards computer and resist them. In organization where pay is tied to productivity individuals usually resists change as they fear that they will not be able to perform new task effectively, thus causing a decline in productivity and a decrease in their income.
Workers may fear that they will be demoted if they do not acquire the skills required for the new jobs. Workers resist the changes which lead to high standards which in turn may reduce the opportunities for bonus or incentive pay.
All human being are creatures of habit. Individual generally feel comfortable in the environment that they are habituated to. The modern life is very complex and no one likes to consider the full range of option for the hundreds of decision which has to be made everyday. Instead we rely on habit or programmed responses.
When confronted with change, the thought if moving away from the environment they are accustomed to become a source of resistance. Safety and security are high priority for every individual. One of the major reasons for resistance to change is uncertainty about the impact of change, especially on the job security.
The fear unknown always has a major impact on the decision of the individual. If the workers are given an opportunity to participate in the process of change, the resistance is likely to be less. But if the change is not properly communicated that to in an acceptable manner to the employees, it is likely to cause resistance.
If there is a minor change and the change involves only the routine operations the resistance will be minimum or no resistance. But in case of major changes like reshuffling of staff will lead to major visible resistance.
Similarly the process of change is slow, the resistance will be less as compared to rapid or sudden change. Psychological Factors One of the major reasons for resistance can be emotional turmoil that a change may cause especially if the past experiences with the change have not been positive.
The psychological reasons for the resistance to change are: Workers may have the fear that the new job will bring boredom and monotony as a result of specialization brought by the new technology.
Change in technology brings new method of doing the job and it must be learnt and adopt the new ideas of doing the job. To learn these ideas they need work hard and they do not want to take the trouble in learning new things.
The workers may be incapable of understanding the implications of new ideas and method. Workers may not like criticism implied in a change that the present method is inadequate and unsuitable. New changes may lead to reduction of the personal pride of the workers because they fear that new work changes will do away with the need for much manual work.
Social Factors Every individual have social needs like friends, belongingness, etc. In organization, while working employee develop social relationship with the other employees.
They become members of certain informal group.
The change will bring a fear in mind of people because generally people dislike with for new adjustment, breaking present social relationship reduce social relationship, feeling of outside interference in the form change agent etc.How to overcome resistance to organizational change.
Employee resistance to change is a complex issue facing management in the complex and ever-evolving organization of today. The process of change is ubiquitous and employee resistance is a critically important contributor to the failure of many well-intend and well-conceived efforts to initiate change within the organization.
However resistance to change is caused or happens, it can be a big threat to the success of your business, and can affect the speed at which your organization adopts an innovation. It affects the feelings and opinions of employees at all stages of the adoption process.
There’s an adage that the only constant in life is change, and that is especially true in the business world where change is often required to adapt to shifting trends. One of the most baffling and recalcitrant of the problems which business executives face is employee resistance to change.
Such resistance may take a number of forms—persistent reduction in. Resistance to change is a natural reaction when employees are asked, well, to change. You can reduce employee resistance to change by taking these actions.
The Balance Careers How to Reduce Employee Resistance to Change. Create an organization-wide feedback and improvement loop. Nov 26, · While many people like to joke that the only constant in business is change, change has an interesting way of affecting people that can often result in .