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ORGANISATION BEHAVIOUR-OVERCOMING RESISTANCE TO CHANGE IN ORGANISATIONS DEFINITION To succeed in dealing with or controlling the act of using force to oppose the act of making something different in an organisation. INTRODUCTION Most people are, in the full of excitement and without rest world that we currently live in, subject to some form of change affecting their lives. Whether it be a change in policies, frequent restructuring of the health system, the appointment of new ministers, or even a new pet dog, they are all forms of change that mankind has to deal with. Some persons deal very well with change and thus adapt quickly to any new situation. Others that fear of unknown or fear that they do not have the skills they will need if changes are implemented, do not find this easy at all, and therefore resist any changing situation that might occur. The object of this assignment is to help identify the reasons for resistance to change, how to overcome the resistance. Once one understands more about change, the easier it is to adapt. Reasons for resistance to change: 1) Uncertainty about the causes and effects of change People may worry that their work and lives may be affected, and feel threatened and manipulated, or losing some of their power. They may take action to prevent the change happening. 2) Unwillingness to give up existing benefits or self-interest Although the change may benefit the organization as a whole, some individuals may lose power, status or benefits in some way. The amount of resistance generated will depend on the amount that the group or the individual feel will affect self-interest. 3) Awareness of weaknesses in the changes proposed People may resist change if they are aware of potential problems that may have been overlooked by the change initiators. 4) Lack of trust and understanding If one does not understand the change or reason thereof, how can one accepted it. Lack of trust between employees and managers will also create a barrier to the change. 5) Low tolerance for change Some individuals have greater intolerance to adapt to new situations. Some are likely to resist change just because it is change, regardless of their personal situation. Individuals who are tolerant to change but are continuously subjected to it, may reached the limit of their tolerance. 6) Peer pressure Normally occurs within groups. If the group is highly cohesive, even reasonable changes will be met by resistance. For example: Unions. 7) Different assessments People have different perceptions. A good idea for one might be a bad idea for another. Different people in different jobs will have different perceptions of a situation. 8) Conservatism Organisation or people may simply be opposed to change. This can result from a feeling that everything is OK, from loss of touch with customers, from lack of exposure to better way of doing things, or from slowness of decision making, etc… 9) Organisational resistance Resistance to change is usually by individuals, but the nature of the organisation can also cause resistance. Organisation with a tall rigid hierarchical structure with well-defined specification of rolls will find it harder to accommodate change than a more flexible structure. 10) Complexity can also be a problem-Complex changes are more difficult to implement. According to Peter Drucker in his 1999 book “Management Challenges” for the 21st century, “Everybody has accepted by now that change is unavoidable……in a period of upheaval, such as the one we are living in, change is the norm.” he writes ( Peter Drucker.1999). Organisations that survive in a period of rapid structure change are the change leaders/strong organisations. An organisation may need various strategies and approaches to overcome resistance to change.
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