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Rogers’ Five-Stage Model: Managing Employee Resistance Essay

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Updated: Aug 5th, 2021

I am writing this to notify you that the implementation of the action plan is impeded by active employee resistance. Unfortunately, not all members of the interdisciplinary team are following the agreed plan of care, which causes frustration among the rest of the personnel. I am concerned that such behavior may have dramatic repercussions for the whole organization. To address this issue, I have developed an action plan which I am willing to share with you.

Even though resistance is a natural response to something new, it is an acknowledged truth that active unwillingness to embrace a change is one of the most debilitating barriers to successful project implementation. The action plan that I elaborated on is based around Rogers’ five-stage model and his theory of diffusion of innovations that guides employees through their innovation-decision cycle. Firstly, I will determine the stage at which diffusion occurred and the cause for active resistance.

The point is, people may have a number of reasons for why they are afraid of a change. Depending on the stage determined, a corresponding management strategy to address resistance should be chosen. I may suggest that the two members of the interdisciplinary team are not satisfied with the action plan and thus unwilling to follow it. It is also possible that they feel animosity because of not having been asked about their input.

Secondly, I will define an appropriate response for each kind of resistance in accordance with a person’s disposition, be it grudging compliance or noncompliance at all. I think that it is unwise to do nothing and let nature take its necessary course as things may get even worse. Therefore, for each type of team member’s reaction, there should be a proper micro-level intervention made by a change agent. For example, if a person shows absolute unwillingness to perform the assigned task, I will ask what his or her concern is. If a person claims that he or she just performs things in a traditional way, a leader needs to ask about what can be done to incorporate the best of the well-established practices in the ongoing change.

In any case, at this stage, it is important to encourage a dialogue to increase awareness of the change ideas. Such an approach will not only help clarify the purpose of the change but also enable enhanced communication (Grama & Todericiu, 2016). As a result, team members who provide patient counsel contrary to the agreed action plan will understand their new roles better, as well as the expected organizational and personal benefits of the change.

As a leader, I need to highlight how the change relates to the interests and priorities of the staff. Thirdly, it is crucial to encourage complaints from the active resistors. However perverse such an idea may seem to be, active resistance will get simulated, and the feedback obtained may be used constructively. It is clear that every team member wants to be heard, and taking into account concerns can generate valuable options.

In accordance with Rogers’ model, the two team members refusing to act within the action plan are expected to go through all five stages of the adaptation process. The expected outcome will be the staff’s compliance with the action plan and the smooth implementation of the change.

Reference

Grama, B., & Todericiu, R. (2016). Change, resistance to change and organizational cynicism. Studies in Business and Economics, 11(3), 47-54.

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IvyPanda. "Rogers’ Five-Stage Model: Managing Employee Resistance." August 5, 2021. https://ivypanda.com/essays/rogers-five-stage-model-managing-employee-resistance/.

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IvyPanda. 2021. "Rogers’ Five-Stage Model: Managing Employee Resistance." August 5, 2021. https://ivypanda.com/essays/rogers-five-stage-model-managing-employee-resistance/.

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IvyPanda. (2021) 'Rogers’ Five-Stage Model: Managing Employee Resistance'. 5 August.

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