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Type of paper: Research Paper
Subject area: Public Administration
Academic level: College
Style: APA
Size: 41.0 kB
Word count:
1563 words/6 pages
Mark awarded:  
Author: Marlo Mccann
Date submitted: 2009-09-19 07:12:02
Rating/Votes count:
5.00 / 3
 
 
 
Tags: change, management, conflict, parties, modern, best, bus, matrix, principles, ngo, Jesus Christ, Stress, Conflict Resolution Skills, Conflict Management, Matrix Reloaded, Running Head, Humanitarianism
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 . P . 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 P 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 P 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 P 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 file 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...
 

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