Resistance And Its Effect On Society

Many types of risk are created – risk to the project, to the organization, to the employees involved and to the individuals supporting the change.

43-45). Top-down change process provides prescription that has only been developed by top managers and given to lower cadre employees down the ranks to consume without their input. According to Bovey & Hede (2001, p. 540) resistance occurs at the individual level, where employees are motivated by psychological factors to change that include resentment, frustration, low motivation and morale, fear, and feelings of failure. At the same time, earlier publication by Yilmaz & Kilicoglu (2013, pp. 17-18) identified four factors that motivate employees to resist changes in the organisation: employees focusing on self- interests as opposed to those of the organisation, having inadequate understanding of

Many people may resist change because they fear they will lose their jobs, status or position. It may be because they do not fully understand the purpose of change, or they may have a different perspective on the change than their management. “Individuals, groups, and organizations must be motivated to change. But if people perceive no performance gap or if they consider the gap unimportant, they will not have this motivation. Moreover, they will resist changes that others try to introduce,” Bateman and Zeithaml explained. Many times change for people at work

In my opinion I believe that peaceful resistance is a positive impact on our society. If you look at the many marches we have had in recent years, such as the woman's march held a little over a week again as well as all the recent protests involving this years election, you can see Americans expressing their opinions and beliefs for all to see.

I define resistance as not wanting to change. For example a group member ordered by the courts to participate in so many group sessions. Resistance is a useful concept because it cannot be dealt with properly until the emotional force behind it is understood. It is good for group leaders to restate what each group member is saying in a way that will cause less resistance. Co-leaders can use metaphors as a way of talking about experiences that stimulate reframing, as communication to overcome client resistance. I think when clients are involved in a group setting that facilities change, client resistance is probably not far behind. All group leaders should create a safe environment that allows clients to explore their defenses and resistances

Peaceful resistance to laws positively impacts free society. Civil disobedience is an example of peaceful resistance, therefore it positively impacts free society. This is because as long as the resistance is peaceful, nobody is being harmed or injured. In a free society citizens are allowed to express how they feel, which is what is happening when there is peaceful resistance. Although citizens have the right to express their concerns about the laws, resisting the law, even peaceably, is breaking the law, which can lead to consequences such as jail time. An example of this is the infamous Rosa Parks. A quote from her stating “You must never be fearful about what you are doing when it is right.” (Rosa Parks) is a very strong quote. She knew

Resistance to change is a barrier that prevents us from thinking critically. It is a way of thinking that makes us hold onto our current beliefs and understanding and refuse to change them. We refuse to change our mind to someone else's point of view or become closed-minded because it challenges our current understanding of a subject. Three Examples in my life where I have been resistant to change are: when I didn't want to move, when I believed that I would always be an antisocial person, and when I didn't want to stop using public transportation.

Employees who feel pushed out of their comfort zone may also resist change, due to the unfamiliarity of new implications or managers. The fear of uncertainties due to the lack of communication can also lead to resistance to change on an individual level. If employees are not informed of the needs of the change then the fear of the unknown can cause resistance.

Change starts with the perception of its need, so a wrong initial perception can be the first

In these instances, change is seen as evil and not "healthy". Change is not looked on as a positive opportunity and thus is rejected by the individuals in a company, which may result in incohesiveness within the organization and eventual collapse. Personal instances of resistance like those stated above often hold companies back because of their conservative views as they often result from lack of individual confidence in oneself to be creative. Stemming from personal instances of resistances is the occurrence of group resistance to change. Sources of group resistance to change include: Conformity to Norms (Inertia), Vested Interests, Sacrosanct, Rejection of Outsiders, Overdetermination, and threatened power. Vested Interests is probably the most interesting source of resistance because how can interest in being the best be a resistance? Vested Interests can be a resistance because it often promotes conformity to norms, as workers are less likely to contribute their ideas to the advancement of innovation and as a result the company suffers as past new ideas become old, and new ideas are needed to survive in the ubercompetitive business world today. Rejection of Outsiders can be looked on as positive or negative, but more negatively, thus placing it as a resistance to change. Rejection of Outsiders might cause more cohesion within a group to rely on each

According to Palmer, Dunford, and Akin (2009) there are six different approaches to managing resistance to change which are, situational, let nature take its course, thought self-leadership, creative counters, tinkering, kludging, and pacing approach, and finally the power of resistance approach. While all of these different methods or approaches for dealing with change have positives and negatives, some are better than others. For example, Kotter and Schlesinger’s situational method is great in that it recognizes some situations need to be treated differently than others. However, they suggest that manipulation could be used and while they explain the dangers of this approach, its application is very limited and the rewards don’t outweigh the risks.

Since human beings are adaptive and familiar with change, how is it that they often resist change in their work environment? This question had troubled managers since the beginning of the industrial revolution, and the fast peace of change required by the electronic age has made

Where is resistance most likely to occur and how will you overcome it? Change is considered a necessary factor of growth in all aspect in our everyday life. The drastic element will allow individuals to grow both mentally and emotionally. If change is not accepted there will be no growth. The abilities that are consistently being utilized will one day decay. Change is good and it is a must. Every individual have

Poorly managed organizational change can increase risk, budgets and damage reputations. Organizational change typically educes strong emotions because change interferes with the sense of security, as well as produces feelings of uncertainty (Barabasz, 2016). Employee’s reactions to imposed change, which can range from high turnover, low morale, an assiduous reduction in productivity, to wildcat or other strikes, perplexes many leaders. Leadership that develops strategies to manage the active and passive resistance can mitigate risk and minimize additional costs. In this paper, I will discuss a case study that focuses on how employee resistance to a poorly managed change

To identify the key elements of the resistanceto change described in this situation, one may make use of the six Change Approaches of Kotter and Schlesinger.[1]The model prevents, minimizes or descreases resistance to change in organizations. According to Kotter and Schlesinger (1979), there are four reasons that why people resist change, three of which are applicable to this case: