Essay Change Management-Resistance to Change

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‘We may like change and regard it as an essential feature of living; it does not mean that we always welcome it’ ( Hughes, 2006).
1.0 Introduction

In response to environmental changes, the current organizational change has reached an irreversible trend. As Mr. M Beer ( 2003) stated, ‘Change is part of organisational life and essential for progress. Those who know how to anticipate it, catalyse it, and manage it will find their careers, and their companies, more satisfying and successful’

More than half of organizational change, however, has ended in failure. The primary reason is not a lack of capacity of the staff or the resource shortage of the enterprise , but the resistance to organizational change. In fact, resistance to
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2.0 Literature Review

Change is inevitable in business life, those who can manage it well will be beneficial from the change, as Mr. M Beer (2003) stated. However, resistance, as an obstacle of the process of change, can hold back the development of managerial change (David Foote, 2001). Bhutan(1995) claimed that it is important to understand one’s state of mind in order to make them accept the change. To figure out the possible reasons why people tend to resist when it comes to make some changes. According to De Jag er (2001) , most people are reluctant to change resulting from their suspicions and fear to the new challenges. Resistance can also occur when change goes against their habits or values ( Robbins & Sanghai, 2006). Kotellnikov (2001) stated that employees could resist because they have an inadequate understanding of the purpose and meaning of change. To achieve maximum benefits from change, managers must try to minimise resistance behavior first ( Coetsee ,1999).

3.0 Resistance Defined

As an early researcher on this subject, Alvin Zander (1950) defined resistance to change as ‘behavior which is intended to protect an individual from the effects of real or imagined change’. Zaltman & Duncan (1977) define

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