Definition of Resistance
Content
Definition of Resistance
Changingminds.org defines resistance as the “action taken by individuals and groups when they perceive that a change that is occurring as a threat to them.” In this definition the important word to keep in mind are “perceive” and “threat”. The size of this perceived threat is not of importance nor is the reality of the threat. It all depends on how it is perceived. Usually it refers to the change in organisations, however it can also be found in other forms. Certain personality types would resist change and favour steady routine. “Resistance is the equivalent of objections in sales and disagreement in general discussions”. Some of the other forms of resistance could be active or passive, overt or covert, individual or organised, aggressive or timid, etc.(changingminds.org, 2012)
Reasons for Resistance
1. I want to stay where I am because..... a. My needs are already meet here, b. I have invested heavily here, c. I am in the middle of something important. 2. I do not want to change because..... a. I do not understand what is being proposed, b. The destination looks worse than where I am now, c. There is nothing to attract me forwards, d. I do not know which way to move, e. The journey there looks painful, f. The destination or journey is somehow bad or wrong, g. I do not trust those who are asking me to change. 3. I am not going to change because..... a. I am able to ignore the change, b. I have the power to obstruct the change. (changingminds.org, 2012)
Overcoming Resistance to change
There should be certain aspects that should be covered when trying to overcome resistance to change: The change should have a clear advantage/ benefit for those being asked to change. The change should be compatible with the existing values of the people being asked to change. The change should be easy for people to understand and use. People should be able to try the change on a step-by-step basis in which they would slowly progress to the adjustment. Below are six methods that can be used to deal with resistance with change: People should be educated about the change before it is brought in. This helps them to understand the logic behind the change. Try to allow people to be involved in the implementation of the change and to have a certain say in this change. The organisation should provide help and/or facilities for those who are struggling to come to terms with the change. Negotiation and agreement helps offer incentives to those who are resisting the change. The organisation can try to manipulate people into going with the change. The use of authority can be used to make people change through explicit or implicit coercion. (workplacepsychology.net, 2012
References
http://changingminds.org/disciplines/change_management/resistance_change/resis tance_change.htm, Accessed 8/2/12. http://changingminds.org/disciplines/change_management/resistance_change/ratio nale_resistance.htm, Accessed 8/2/12
http://workplacepsychology.net/2010/02/05/implementing-change-andovercoming-resistance, Accessed 8/2/12
Changingminds.org defines resistance as the “action taken by individuals and groups when they perceive that a change that is occurring as a threat to them.” In this definition the important word to keep in mind are “perceive” and “threat”. The size of this perceived threat is not of importance nor is the reality of the threat. It all depends on how it is perceived. Usually it refers to the change in organisations, however it can also be found in other forms. Certain personality types would resist change and favour steady routine. “Resistance is the equivalent of objections in sales and disagreement in general discussions”. Some of the other forms of resistance could be active or passive, overt or covert, individual or organised, aggressive or timid, etc.(changingminds.org, 2012)
Reasons for Resistance
1. I want to stay where I am because..... a. My needs are already meet here, b. I have invested heavily here, c. I am in the middle of something important. 2. I do not want to change because..... a. I do not understand what is being proposed, b. The destination looks worse than where I am now, c. There is nothing to attract me forwards, d. I do not know which way to move, e. The journey there looks painful, f. The destination or journey is somehow bad or wrong, g. I do not trust those who are asking me to change. 3. I am not going to change because..... a. I am able to ignore the change, b. I have the power to obstruct the change. (changingminds.org, 2012)
Overcoming Resistance to change
There should be certain aspects that should be covered when trying to overcome resistance to change: The change should have a clear advantage/ benefit for those being asked to change. The change should be compatible with the existing values of the people being asked to change. The change should be easy for people to understand and use. People should be able to try the change on a step-by-step basis in which they would slowly progress to the adjustment. Below are six methods that can be used to deal with resistance with change: People should be educated about the change before it is brought in. This helps them to understand the logic behind the change. Try to allow people to be involved in the implementation of the change and to have a certain say in this change. The organisation should provide help and/or facilities for those who are struggling to come to terms with the change. Negotiation and agreement helps offer incentives to those who are resisting the change. The organisation can try to manipulate people into going with the change. The use of authority can be used to make people change through explicit or implicit coercion. (workplacepsychology.net, 2012
References
http://changingminds.org/disciplines/change_management/resistance_change/resis tance_change.htm, Accessed 8/2/12. http://changingminds.org/disciplines/change_management/resistance_change/ratio nale_resistance.htm, Accessed 8/2/12
http://workplacepsychology.net/2010/02/05/implementing-change-andovercoming-resistance, Accessed 8/2/12
