Resistance refers to the process through which people refuse to conform to changes. They do not like the change because of different reasons. In most cases, resistance is because the change will alter the comfort of doing things. People do not fancy the idea of adopting new ways of life and doing something.
For example, having to move from one office because of work reshuffle, work from that another office, and doing other duties that are not enjoyable, especially, if it happens more often than it should happen. Many do not like such ideas and will resist them. Below are ratings showing the indicators of preventing, minimizing, and tolerating resistance.
|The organization prepares the employees for the upcoming changes.||To a great extent, almost not at all |
5 4 3 21
|The organization appreciates the feelings of the employees and tries to find out how they will cope with changes. They use questionnaires to get this information.||5 4 3 2 1|
|The organization makes several changes together||5 4 3 21|
|The organization appreciates the opinion of their employees and encourages them to take part in the change.||5 43 2 1|
|The organization cares only about the information to give the participants.||54 3 2 1|
|Employees feel that it is their fault; the organization thought of installing changes.||5 4 3 2 1|
|The managing director of the organization does care about the opinion of others.||5 4 3 21|
|Preventing resistance total: 20 out of 35 points |
|The organization works hard to identify the symptoms of resistance.||5 43 2 1|
|The organization works hard to make participants communicate their feelings on the changes.||5 4 32 1|
|The organization works hard to include resistors in the team making changes.||5 4 3 21|
|The organization makes a change as its culture in order to prepare employees psychologically.||54 3 2 1|
|The organization celebrated the success of all employees and the organization in general.||5 4 3 21|
|The organization ensures that knowledge is available for everyone in all activities.||5 43 2 1|
|Employees in the organization feel that the organization is fair in terms of remuneration.||54 3 2 1|
|Minimizing resistance total: 25 |
|I like changes in the organization and always take them positively.||5 4 3 21|
|I do not socialize with employees or individuals who resist change in the organization.||5 43 2 1|
|I hate friction at work, and I enjoy making peace with people.||5 4 3 2 1|
|The organization is fair in its award. The organization awards the best performing participants.||54 3 2 1|
|I familiarize myself with the new changes in order to ensure that I qualify for the job||5 4 32 1|
|I respect the values of the organization, take change positively, and work towards adapting to it||5 4 3 2 1|
|Tolerating resistance total: 19 |
|High Medium Low|
Other factors of reducing resistance
There are three ways to prevent resistance. These are as follows: the first is to prevent resistance through the introduction of the change gradually in that organization, the second is to take time and prepare the employees psychologically for change through making suggestions that hint at the changes.
Allowing employees to give their suggestions on the change is the third way of preventing resistance to change. This gives them the feeling that they contributed in the change implementation process (Avey & Luthans, 2008, pp.48-70).
Several approaches can help minimize resistance to change. Three of these are as listed in this paragraph. The first is to ensure employee motivation through generous remuneration packages. Another way is to encourage change in the organization by celebrating successes of employees (Van & Schyns, 2008, pp. 313-334). Lastly, resisting parties should have an opportunity to suggest collaborative methods with the new change.
Finally, a person can use three approaches to tolerate resistance. The first is through accepting change because, otherwise, the employers will lay them off. Ensuring that rules are strict and all employees follow them strictly is the second. The third is restructuring the firm and reshuffling the employees, this way they will feel as if they are starting afresh and will most probably accept the change (Spiro, 2011, p. 69).
In conclusion, resistance from employees can be changed by ensuring that employees take part in the change process. It is always advisable for employees to accept change in the organization in order to cope with it soonest possible. In most cases, change will make some employees feel out of place because their qualification does not allow them to do that job. This will help them to upgrade, otherwise, they will have to lose their job because the organization cannot work with people not fit for the job.
Avey, J, Wernsing, T, & Luthans, F. (2008). Can positive employees help positive organizational change: Impact of Psychological Capital and Emotions on Relevant Attitudes and Behaviors? The Journal of Applied Behavioral Science, 44 (1), 48-70.
Spiro, J. (2011). Leading Change Step-By-Step: Tactics, Tools, and Tales. San Francisco, CA: Jossey-Bass.
Van Dam, K., Oreg, S., & Schyns, B. (2008). Daily work contexts and resistance to organizational change: The role of leader–member exchange, development climate, and change process characteristics. Applied Psychology, 57 (2), 313-334.