Managing Change - Resistance To Change Part II...continued from page 1 | go to page 1 |

Some of the things people feel are at risk during change processes are:

SECURITY
FRIENDS AND CONTACTS
MONEY
FREEDOM
PRIDE AND SATISFACTION
RESPONSIBILITY
AUTHORITY
GOOD WORKING CONDITIONS
STATUS

You probably will have noted that many of the above bear a very close resemblance to the model of human needs discussed earlier. The general principle is that whenever a change is perceived as creating some threat to the employee having his/her needs met the more likely resistance will occur.

2. OTHER REASONS FOR RESISTING CHANGE:

While a feeling of threat is a primary reason why people resist change, there are other factors that can mobilize people into resisting any changes from a status quo. These include:

CHANGE NOT NEEDED - STATUS QUO IS WORKING FINE
PROPOSED CHANGE DOES MORE HARM THAN GOOD
LACK OF RESPECT FOR PERSON RESPONSIBLE FOR THE CHANGE OBJECTIONABLE WAY OF IMPLEMENTING THE CHANGE
NEGATIVE ATTITUDE TOWARDS THE ORGANIZATION BEFORE THE CHANGE NO OPPORTUNITY TO HAVE INPUT INTO CHANGE CHANGE PERCEIVED AS IMPLYING PERSONAL CRITICISM CHANGE SIMPLY ADDS MORE WORK AND CONFUSION. CHANGE REQUIRES MORE EFFORT THAN TO KEEP STATUS QUO BAD TIMING OF THE CHANGE
A DESIRE TO CHALLENGE AUTHORITY HEARING ABOUT THE CHANGE SECONDHAND

3. THE UNCERTAINTY PRINCIPLE

The Uncertainty principle states that when people are faced with ambiguous or uncertain situations, where they feel they do not know what to expect, they will resist moving into those situations. In other words, if people don't know what is to come, they get antsy, and resistive.

SUMMARY:

If you have read the above, and feel a bit overwhelmed by the many reasons people resist change, keep in mind that most if not all of these issues can be resolved for people through an effective change implementation strateav.. Lest we become too negative let's take a quick look at the kinds of factors that help people accept or welcome change.

WHY PEOPLE ACCEPT OR WELCOME CHANGE 2

While you are likely to encounter people who resist change for the previously stated reasons, you will also encounter people who accept or welcome change. By knowing why people might accept or welcome change you will be better able to formulate a communication plan to foster acceptance.

1. PERSONAL GAIN

People will be more likely to accept change when they see the possibility that they will gain in some of the following areas:

INCREASED SECURITY
MONEY
MORE AUTHORITY
STATUS/PRESTIGE
BETTER WORKING CONDITIONS
SELF-SATISFACTION
BETTER PERSONAL CONTACTS
LESS TIME AND EFFORT

2. OTHER FACTORS:

PROVIDES A NEW CHALLENGE
LIKES/RESPECTS THE SOURCE
LIKES THE WAY CHANGE IS BEING COMMUNICATED REDUCES BOREDOM
PROVIDES OPPORTUNITY FOR INPUT IMPROVES FUTURE
PERCEPTION THAT THE CHANGE IS NECESSARY

To conclude, the main role of the change manager is to work towards reducing the resistance towards change, and increasing the enthusiasm and level of commitment for the change. In general, most people will have mixed reactions towards proposed change, so the change agent can be helpful in highlighting the positive aspects in a realistic manner.

2Adapted from How to Manaqe Chanqe Effectively, Kirkpatrick, Donald, Jossey-Bass, 1985.

Back To Main Change Management Area | go to page 1 |

Other Managing Change Articles By Robert Bacal

Understanding The Cycle of Change, And How People React To It
The Importance of Leadership In Managing Change
Leading Those That Remain After Downsizing Or Job Loss
For Managers - How Constant Change Affects Managers And Wears Them Down And Out
Leadership, Communication & Change
Understanding The Seven Dynamics of Change