Introduction

Change in any given

organization occurs either
accidently or planned
Planned change is when the
members of the
organization (change
agents) take a proactive
and purposeful effort to
make a difference
Goals:
1.Adapt to the changing
environment (technology,
new products or services,
new laws etc.)
Resistance to Change
People want to
maintain stability and
familiarity hence resist
to change
Resistance can be
1.Overt or immediate i.e.
complaints, threat to
go on strikeeasier to
handle
2.Implicit or deferred i.e.
loyalty to the
organization, loss of
motivation to work,
increase
Sources of Resistance
Individual Sources:
Habit : One tries to handle
life complexities by relying on
habits or programmed
responses, thus may resist to
change
Economic factors : Change in
job tasks or work routines
may affect ones
performance, fearing of
inability to perform which
may affect ones pay
Fear of the unknown : People
prefers to have some degree
Sources of Resistance (2)
Organization Sources
Group inertia : Though
one wants to change,
social norms may serve
as a constraint
Threat of expertise :
Change may threat the
expertise of specialized
groups
Threat to established
resource allocations :
Groups that control the
main resource may see
change as they are happy
Overcoming Resistance to
Change
1. Education &
Communication
Allow others to see the
logic of change through
communication
Minimize misinformation
and poor
communication
2. Participation
Harder to resist change
if they are part of it!
They can contribute and
Overcoming Resistance to
Change (2)
Building Support and
Commitment
When employees are
distress and experience high
anxiety and fear, counseling,
therapy, new-skills training,
short-paid leave may help
Negotiation
If resistance is by the people
in power, exchanging with
something of value may
minimize resistance i.e.
package
Overcoming Resistance to
Change (2)
Manipulation
Deliberate twisting and
distorting facts so that it
seems more acceptable and
attractive, creating false
rumors i.e. rumor on
closing down the company
if all dont accept the new
salary
Coercion
Direct threats and force on
people who resist
Lewins Three-Step Model
Lewins Three-Step Model
(2)
Unfreezing : Change efforts to overcome
the pressures of both individual resistance
and group conformity
Movement: A change process that
transforms the organization from the
status quo to a desired end state
Refreezing: Stabilizing a change
intervention by balancing driving and
restraining forces i.e. new rules, increase
pay
Changes should be done quickly for it to be
Examples of Change Within
the Organizations
1. Continuous Improvement Processes
To compete with other organizations, an
organization have to continually improve
their services and products, thus, change
may occur
i.e. To improve service, focus on the online
communication, hence lay off those in
betweens
2. Process Reengineering
The organization have to start fresh,
hence major revamp of the organization
and lost of jobs for most people especially
the less specialized workers