Conflict management

Running Head : Conflict management : Resistance to change

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Conflict management : Resistance to change

Introduction

Resistance to change is defined as the action that an individual or a group takes when they perceive that a change that is occurring in an organization may be a threat to them . Humans in nature are inclined to resist any form of change whether good or bad . In any organization resistance to change is always a costly affair . In the theory of change human systems seek homeostasis and

equilibrium , which means that they prefer a predictable , stable world (Alex M 1998

Resistance to change is characterized by varied symptoms which include spread of gossips where people start talking about the negatives that the change is bringing , testing : where people avoid any form of formal meeting to just test what will happen (Smith , D . 1996 ) Other symptoms include convert resistance which is done secretly and thus is not openly displayed for example the respective individuals may institute subversive activities that will curtail the efforts towards change Another sign is overt resistance where the resistance is done openly and is characterized by defiance , argument , lateness , and in worst cases strikes or go-slows (Rowe , M .

. 1990

Resistance is categorized as either active or passive , in passive resistance the individuals or groups agree with the change but they do not put into practice any of the promises to commit . They do not take any specific action . Active resistance occurs when people take deliberate and specific actions to resist the change brought in the organization . In either case the organization is impacted negatively especially when the factors that are bringing resistance are not adequately addressed (Folger , J

et al 2001

People have varied reasons why they resist change and the major factor is that they feel inadequate to fit in the change . People want the kind of change that will affect their own interests positively most times they want the status quo to remain . They do not look at the effect on the organization (Folger , J

et al 2001

Any misunderstanding between the managers and the subordinates in an organization is another factor that results to resistance . This can be caused by lack of clear communication and so many surprises of new rules or guidelines in a firm . Different assessments of the change whereby people look at the change in different perspectives and give their own reasons why they think the change is taking place . People will always fight change (Folger , J

et al 2001

Availability of resources can also influence the way people absorb change . If the resources are not enough , then people will tend to resist change which may bring conflicts among the rank and about the utilization of the scarce resources (Alex M 1998

People or individuals who resist change tend to hung out together . It happens that when these people get to work , they may influence their workmates to also resist the change . Many people when faced...