Scribd
Upload
16 views13 pages

ArkaDey BCA MIM101

The document discusses strategies to overcome resistance to change. It defines resistance to change and lists some common reasons for resistance at individual, relationship and organizational levels. It then outlines some effective methods to overcome resistance like clear communication, employee participation, and rewarding employees.

Uploaded by

arkadey7044
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
16 views13 pages

ArkaDey BCA MIM101

The document discusses strategies to overcome resistance to change. It defines resistance to change and lists some common reasons for resistance at individual, relationship and organizational levels. It then outlines some effective methods to overcome resistance like clear communication, employee participation, and rewarding employees.

Uploaded by

arkadey7044
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
You are on page 1/ 13

1

NAME: ARKA DEY


UNIVERSITY ROLL NO.: 21042723003
PAPER NAME: PRINCIPAL OF MANAGEMENT
PAPER CODE: MIM101
TOPIC NAME: STRATEGIES TO OVERCOME
RESISTANCE TO CHANGE
DEPARTMENT: BCA (1ST YEAR)
COLLEGE NAME: INSTITUTE OF GENETIC
ENGINEERING
UNIVERSITY NAME: MAULANA ABUL KALAM
AZAD UNIVERSITY OF TECHNOLOGY

1
2

Table Of Content
Content Page
1. Acknowledgement 03
2. Introduction 04
3. Literature Review 05
4. Definition & Meaning 06
5. Levels Of Resistance To Change 07
6. Overcoming Resistance To change 08
7. Advantage & Disadvantage 09
8. Analysis & Disadvantage 10
9. Findings 11
10. Suggestions 12
11. Bibliography 13

2
3

Acknowledgement
I would like to express my special thanks
to my teacher Arindam Mukherjee Sir who
gave me the golden opportunity to do this
wonderful topic, which helped me in
doing to gain knowledge and I came to
know about so many things. I am really
thankful to him.

3
4

Introduction
Resistance to change is the reluctance of people
to adapt to change. Employees can be overt or
covert about their unwillingness to adapt to
organizational changes. This opposition can range
from expressing their resistance publicly to
unknowingly resisting change through micro-
resistance, language, or general actions.

Resistance to change is unwillingness to adapt to


new circumstances or ways of doing things. It can
happen with individuals, relationships, or within
organizations. There are many reasons for
resistance, but at its heart, resistance is rooted in
fear of the unknown.

4
5

Literature Review
Organizational change is an empirical observation in un
organizational entity of variations in shape, quality time
(Van de Van and Poole, 1995), after the deliberate
introduction of new ways of thinking, acting and
operating (Schalk, Campbell and Freese, 1998). The
general aim of organizational change in adaptation to
the environment (Ban, Stimpert and Huff. 1992, Child
and Smith, 1987; Leana and Barry, 2000 or an
improvement in performance Boeker, 1997; Kock and
Tushman, 1993).
This definition encompasses many situations that
should distinguished by applying certain dimensions to
establish typologies of change. We will refer to the
scope of change, because most used variables in
literature in design change typologies. That way,
changes can be defined along a continuum starting in
low scope or evolutionary changes to high-scope or
strategic ones. With the aim of making the of this
dimension (scope) easier, we will describe both
extremes of the continuum, bat we should always keep
in mind that real changes are not a pure type but a
mixture.

5
6

Resistance To Change
Definition: "Resistance to change can be
defined as behaviours that are acted out
by change recipients in order to slow down
or terminate an intended organisational
change".

 Resistance to change is unwillingness


to adapt to new circumstances or ways
of doing things. It can happen with
individuals, relationships, or within
organizations. There are many reasons
for resistance, but at its heart,
resistance is rooted in fear of the
unknown.

6
7

Level of Resistance To
Change

Reasons of resistance to change are found at


following three levels:

7
8

Overcoming Resistance To Change


 All organisations have to find ways and means
to combat resistance to change. Some
common and effective methods are as
follows:
 Clear Definition of Vision and Goals.
 Interview Employees to know their Feelings.
 Rising Levels of Expectations.
 Expansion of Communication Channels.
 Positive Attitude.
 Employees Participation in Change Process.
 Effective Delegation.
 Employees' Commitment.
 Firmness, Commitment, and Flexibility.
 Rewarding Employees.

8
9

Advantage & Disadvantage

 Advantage: resistance to change can be


beneficial as it encourages critical thinking,
sparks innovation and alternative solutions,
ensures thorough evaluation of the change,
and helps identify potential risks or
unintended consequences.
 Disadvantage: Resistance to change does
have negative effects on change initiative.
Reduced productivity and low performance is
the first negative impact of resistance to
change. Employees' turnover also negatively
affects organizational change. Resistance to
change also cause conflicts and quarrels within
organization.

9
10

Analysis & Discussion

 Resistance to change is the reluctance of


people to adapt to change. Employees can be
overt or covert about their unwillingness to
adapt to organizational changes. This
opposition can range from expressing their
resistance publicly to unknowingly resisting
change through micro-resistance, language, or
general actions.

 One of the most important facets of change


management is resistance to change. It is
simply human nature to counteract any
changes and maintain the status quo. But
since change is inevitable, instead of resisting
changes the organization must try to
implement them with minimum hassle.

10
11

Findings

Resistance to change often emerge


when employees feel unprepared to
adapt and adopt new processes due to
a lack of onboarding, upskill training,
and end-user support resources to
guide them through the initial learning
curve and friction points in a new
process, team structure, or software
implementation.

11
12

Suggestions

 Structure the team to maximize its


potential.
 Set challenging, achievable and engaging
targets.
 Resolve conflicts quickly and effectively...
 Show passion....
 persuasive....
 Empower innovation and creativity....
 Remain positive and supportive.

12
13

Bibliography

 Principles Of Management:
Dr.Saroj kumar & Vikrant Verma.
 WWW.byjus.Com
 WWW.linkedin.Com

13

You might also like