Sample content Resistance to Change MGT/426 Resistance to Change “Resistance to change” is one the root causes of the improper implementation of change within the organization. Any kind of resistance requires careful attention and must be given rigid solution. Many field masters’ regards resistance to change as a disease of an organization that commonly destroys the development and good intentions of the environment. Even though there are different ways to analyze change and resistance to change, one fact remains that resistance to change will be the culprit that hampers the change process (Palmer, Dunford, & Akin, 2006, Pg. 145). Positive Change It is an accepted fact that an organization usually focuses its attention in resisting changes. But on a lighter note, there are also factors in an organization that do not reject changes. A matter of fact, there are various factors that may provide possible consequences that may lead to a positive reaction to change: • Secu

1. MGT 426 Week 3 Resistance to Change
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Sample content
Resistance to Change
MGT/426
Resistance to Change

2. “Resistance to change” is one the root causes of the improper implementation of
change within the organization. Any kind of resistance requires careful attention
and must be given rigid solution. Many field masters’ regards resistance to change
as a disease of an organization that commonly destroys the development and good
intentions of the environment. Even though there are different ways to analyze
change and resistance to change, one fact remains that resistance to change will
be the culprit that hampers the change process (Palmer, Dunford, & Akin,
2006, Pg. 145).
Positive Change
It is an accepted fact that an organization usually focuses its attention in resisting
changes. But on a lighter note, there are also factors in an organization that do not
reject changes. A matter of fact, there are various factors that may provide possible
consequences that may lead to a positive reaction to change:
• Security: A change in an organization will definitely give way to additional
demands in terms of job skills of the working force. This shall be simultaneously be
accompanied by providing the employees with job security and potential career
advancements.
• Money: One of the crucial factors that may add on the resistance to change is the
need to increase the employee’s wages; this will definitely exhibit less resistance
from the working force.
• Authority: A consequence of organizational changes is the opportunity of
promotions for a particular job skills and additional load and responsibilities
involving decision-making process.
• Status/Prestige: Changes in business organization also involves change in terms
of business title, assignments and office environment and surroundings.
• Responsibility: There is also a need to change the delegation of work and job
responsibilities.
• Better working conditions: Change in the environmental setting may also be
present as well as the facilities and equipment that need to be renewed.
• Self-satisfaction: Change is also a chance to provide employees with a better
sense of achievement and satisfaction that may encourage them to overcome
various challenges.

3. • Personal contacts: An opportunity to increase the level of interaction with
influential people involved in the organization.
• Time and effort: Change is also a chance to improve the effectiveness and
efficiency of the working force or may put subtle effort attain the end results
(Palmer, Dunford, & Akin, 2006, Pg. 146-147).
Individuals Common Emotions of Resistance
There are various ways to identify resistance within an organization; one of the
easiest ways is through the identification of emotions. By recognizing the emotions
and reactions of the employees, the management will be able to know people who
resist changes and those who are not. Acknowledging the emotions involved is a
vital device to see potential people that might become a problem when the change
is to be executed.
Being Critical of everything
Manipulation
Undermining whenever possible
Sabotage
Blocking
Constant arguing
Malicious compliance
Procrastination
Selectively using certain facts
Finding fault in everything
Appealing to fears
Threats and intimidation

4. Feigning Ignorance
Withholding information, help, or support
Allowing change to fail
Starting rumors
False accusations or blaming others
Failure to implement change
Ridiculing others or management
Distorting known facts
(Palmer, Dunford, & Akin, 2006, Pg. 147-148).
Individual Dislike of Change
Identifying emotions may help the management see those who are resisting
changes, but does not potentially give clear reasons why these people are resisting
changes. There are various explanations why people resist changes, but figuring
why they resist change can significantly allow the management understands better
and present effective solutions to the problems. The table below is the enumerated
reasons why employees resist change:
Dislike of change
Discomfort with uncertainty
Perceived negative effects in personal interest
Belief of inappropriate changes
Lack of conviction that change is needed
Lack of clarity of expectations

5. Wrong timing
Attachment to current culture
Perceived breach of psychological contracts
Change in excess
Clash of ethics
Cumulative changes all at once
Disagreement with management style
Reaction to experience of previous changes
(Palmer, Dunford, & Akin, 2006, Pg. 154)
Organizational Dislike of Change
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