LEC-11 RESISTANCE

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LEC-11 RESISTANCE Powered By Docstoc
					Resistance
The Repercussions of Change
What is Resistance?
 Resistance is a way to say ’no’ to change.
  Resistance at its most obvious is a slow-
  motion response to meet agreements or
  even a complete refusal to cooperate with
  change.

 In an organization, resistance is opposition
  or withholding of support for specific plans
  or ideas.

 It can be either intentional or unintentional,
  covert or overt.
Management Challenge
The management challenge is complex.

First, resistance must be discovered.
  Discovering exactly who is resisting
  and why is the real task when
  managing change.

Second is the need for a balanced
 approach.
The Discovery Process
    Sometime discovery begins with an intuition that
     something is not right. At other times, resistance is
     more obvious.
    A strategic approach benefits.


      Antidote of Resistance

          Self Awareness

          Sense of Humor
    Resistance Management
    sources of information;

    Categories of behavior
       With this information, managers can explore the
       motivations of the resisters and better decide a
       response to them and the issues which they raise.


 Causes of resistance
    Understanding the basic cause of resistance can
     guide the discussion of issues and problems
     associated with change. This would focus specifically
     on why there is resistance and leads to decisions
     about the appropriate response to it.
 Categories of Behaviour: A Matrix
 This provides a tool for organizing information about
  resistance.

 There are four categories of resistant behavior.

 Covert and overt

 Unconscious and conscious

 Double matrix

 Resistance quadrants
DOUBLE MATRIX
              Covert



Unconscious
  Conscious



              Overt
DOUBLE MATRIX
                          Covert


               Survivor            Saboteur


Unconscious
   Conscious


               Zombie              Protestor



                           Overt
 Causes of Resistance:
 There are five common causes of resistance. In
  the most serious cases, all five can exist
  together.

 These are:
 Lack of belief that there is a serious need for
  change
 Different descriptions of the need for change
 No agreement about goals for change
 Lack of belief that the goal is attainable
 No confidence in the manager of change
Diagnostic Questions
 The five sources of resistance can be
  formulated     into   following  diagnostic
  questions to begin the process of
  discovering what has specifically provoked
  resistance to change:


 Do those people who are asked to
  implement the change realize that it is
  based on a serious need?
 Do those involved describe or understand
  the need in the same way ?
Diagnostic Questions
 Is there a common end-goal for
  change to which everyone agrees?
 Does everyone believe the goal is
  attainable and helps the company?
 Is there unanimous confidence in the
  person selected to manage the
  change

				
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