Term Paper on Managing Employee Resistance to Change

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"MANAGING EMPLOYEE RESISTANCE TO CHANGE" SUBJECT CODE — MGT512 MANAGEMENT PRACTICES & ORGANISATION BEHAVIOUR SUBMITTED TO— MALIKA RANI (LECTURER LSB ) SUBMITTED BY -- VIPIN KUMAR, MBA ROLL.NO –RR1002B52 REG.NO. 11000587 TOPIC- "MANAGING EMPLOYEE RESISTANCE TO CHANGE" INTRODUCTION Employees resist change for a wide variety of reasons, ranging from a straightforward intellectual disagreement over facts to deep-seated psychological prejudices. Some of these reasons for employee resistance may include: * belief that the…show more content…
We have identified four basic types of reaction to organizational change. Where do your change recipients sit? Enthusiasts | These change recipients are intrinsically wedded to the change idea. They may agree dispassionately that the change will be of benefit to the organization, or they may stand to receive some personal gain from the change, such as a guarantee of job security, more status or a higher salary. Enthusiasts will use opportunities to broadcast approval for the change and will try to convince others of its merits. They will also model the new behavior early and will volunteer for membership of teams. These early adopters may also make good choices as trainers and coaches during the implementation process. | Followers | Followers range from those that are generally compliant, wishing to take the path of least resistance, to those that are initially reticent to adapt, but eventually do so once they accept the inevitability of the change. These change recipients will do what is required, but no more. | Objectors | Objectors will display their resistance to change whenever the opportunity arises. They may disrupt meetings, not attend training, take unapproved leave and refuse to carry out instructions. Objectors will continue to use superseded systems and processes when others are taking up the new ways of doing things. They are not averse to
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