Write short notes on the following:
(d) Resistance to change
Answer
What Is Resistance to Change?
Resistance to change is the unwillingness to adapt to altered circumstances. It can be covert or overt, organized, or individual. Employees may realize they don't like or want a change and resist publicly, and that can be very disruptive.
Employees can also feel uncomfortable with the changes introduced and resist, sometimes unknowingly, through their actions, their language, and in the stories and conversations, they share in the workplace.
In a worst-case scenario, employees can be forceful in their refusal to adopt any changes, bringing confrontation and conflict to your organization.1
How Resistance to Change Works
Resistance to change is evident in actions such as:
- Criticism
- Nitpicking
- Snide comments or sarcastic remarks
- Missed meetings
- Failed commitments
- Endless arguments
- Sabotage
When employees are poorly introduced to changes that affect how they work, especially when they don't see the need for the changes, they may be resistant. They may also experience resistance when they haven't been involved in the decision-making process.
Resistance to change can intensify if employees feel they have been involved in a series of changes that have had insufficient support to gain the anticipated results. They also become weary when changes happen too frequently, becoming a flavor-of-the-month instead of strategic action.
Whatever causes the resistance to change can be a big threat to the success of your business and can affect the speed at which your organization adopts an innovation. It affects the feelings and opinions of employees at all stages of the adoption process. Employee resistance also affects productivity, quality, interpersonal communication, employee commitment to contribute, and the relationships in your workplace.
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