Resistance to change in organizations can be difficult to overcome. Sometimes it feels like rolling a boulder up a very steep hill. Managers can expend a significant amount of time and energy attempting to change the way others in the organization think or to get them on board for a new change.

 

Palmer, Dunford, and Buchanan (2017) provide the following list of reasons why people resist change:

 

A general dislike of any kind of change

Discomfort with uncertainty

Perceived negative effects on interests

Attachment to established culture/ways of doing things

Perceived breach of psychological contract

Lack of conviction that change is needed

Lack of clarity as to what is expected

Belief that the specific change being proposed is inappropriate

Belief that the timing is wrong

“Excessive change”

Cumulative effect of other changes in one’s life

Perceived clash with ethics

Reaction to the experience of previous changes

Disagreement with the way the change is being managed (p. 169)

Review the TEDx Talk video by Heather Stagl regarding “How to Deal with Resistance to Change”

 

Select two reasons why people resist change from the list above or the video.

 

In your original post, answer the following:

 

Identify at least one action that management could take to reduce each of the two reasons for resistance that you selected.

Using a current or past organization, outline a strategy to help employees in your department to embrace change rather than resist change.

Please use the above statements as headers and answer below them.

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