Organizational Change

Overcoming Resistance

Several methods are used to overcome or reduce resistance to change. Depending upon the situation, one or methods can be used.

1. Consideration of Group Force

An effective implementation of change requires taking an entire group into consideration, along with individuals supposed to be affected. Usually more individuals are involved in change. A group is an instrument for bringing a strong pressure on its members to accept change. However, power of a group to induce change in its members depends upon the strength of its attachment  to group members. In the same manner, change should be implemented in a way that does not disturb social system of the group more than necessary. Thus, the entire group should be involved in discussion and decisions relating to change.

2. Education and Communication

Resistance can be reduced through communicating with employees to help them see the logic of change. Communication can reduce resistance as it fights the effects of misinformation and helps in selling the need for change.

3. Participation

Participation is generally the most effective technique for overcoming resistance to change. Participation for the stage of planning is more effective in overcoming resistance. Employees who take part in planning and implementing change are better able to understand the reasons for the change than those who are not involved. They become committed to change and make it work.

4. Effective Leadership

The role of leadership in getting acceptance for a change is very important as a capable leader reinforces a climate of psychological support for change. A leader should present change in the form of impersonal requirement of the situation, rather then on personal grounds. He can explain the need to bring about the change. Using appropriate style of influencing behavior of followers, he can build a climate of confidence and trust, vital for implementing change.

5. Training and Psychological Counseling

The management can change the basic values of the people by training and psychological counseling. People should be educated to become familiar with change, its process, and working. They must be taught new skills, helped to change attitudes, and indoctrinated in new relationships. Such educational process can be aided by training classes. Meetings and conferences, However to become effective, education must be part of the manager’s everyday activity on the job. This helps in creating receptive environment in the organization.

6. Shared Rewards

Change is resisted wither because the people involved cannot perceive rewards available to them , or because they are not promised the benefits resulting from it. Employees must be assured that there are enough rewards for them in the changed situation. Naturally, if the feel that there is no gain for them, they would hardly support. Here, both financial and non-financial rewards are essential. It is desirable to give benefits as directly as possible to keep them active. In short, they should be given guarantee for sharing of benefits.

7. Employee’s Security

Along with shared rewards, the employees must be safeguarded against any loss resulting from change. He must be protected against the uncertainties of outcomes. They resist change because they feel insecure. Their pay and other monetary benefits must be secured along with their jobs and job security. They should not have to bear any cost of acquiring new skills and knowledge. Similarly, they meets be informed that sufficient steps would be taken to protect them against risky and hazardous work processes. All these would make them feel that they would not lose anything as a result of  change.

8. Working with Union

Many times, employee’s union can help in introducing change in the organisation. Especially, when union has raised its voice against the proposed change, working with it is the only way to overcome their resistance. Discussion with open mind may help in convincing the union leaders regarding the need for change, and help them understand how it is useful for employees. If the union leader is convinced and taken into confidence, the task of introducing change becomes easier for the management as the union can encourage its members to extend cooperation.

9.  Working with Total System

Management should consider an entire organization system (all the departments, divisions, people, resources and so on) for imparting change. Involvement of a total system facilities its implementation. When a total system is taken into account all departments and employees working in them will automatically connects to the change process.

10. Others

Besides these methods, there are some organizational approaches or methods used to overcome or reduce resistance to change. They are listed below;

i. Planning the change carefully

ii. Slow or gradual introduction

iii. Continuous review and feedback

iv. Provision of necessary inputs and facilities

iv. Positive and humanitarian approach

Therefore many methods are available to prevent or reduce resistance to change. However, use of any method depends largely on various aspects, like type of change, degree of resistance, and number of people affected, and likewise.

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