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Management of change Analyse the ways in which resistance to change becomes evident within organisations What strategies can senior managers adopt to overcome such resistance when implementing change programmes CONTENTSPage INTRODUCTION1 WHY PEOPLE RESIST CHANGE1 Fear of the unknown1 Disrupted habits2 Loss of face2 Loss of confidence3 Loss of control3 Poor timing4 Work overload4 Lack of purpose4 DEFENSE MECHANISMS5 Overt resistance5 Implicit resistance5 SYMPTOMS OF RESISTANCE TO CHANGE6 Aggression6 Fantasy6 Regression6 Resignationavoidance7 Negativism7 Compensation7 Rationalisation7 Projection 7 STRATEGIES TO REDUCE RESISTANCE8 Change programme9 Impact of change9 Change mechanism10 Change management11 Education and communication11 Participation12 Facilitation and support12 Negotiation13 Manipulation and co-optation13 Coercion14 CONCLUSION15 Bibliography and references16 1INTRODUCTION 11Change is the process of moving from one state to another state Just as moving house requires the massive packing of furniture and other items change requires just as much preparations to be successful 12Most people do not like change we like things to remain the same Changes require more effort from us to adapt Change threatens our stability and security and we fear that we will not be able to cope with the change Resistance is the natural defense to such perceived threats 2WHY PEOPLE RESIST CHANGE 21To know the symptoms of resistance to change we have to understand why people resist change Reasons can range from as trivial though not trivial to the person as not knowing how to take a bus home in the instance of a shift in the office to as serious as fearing the loss of job or status 211Fear of the unknown The person does not know what is happening and why it is happening Imagine a person walking down a street only to have a electricity blackout He panics for a moment because he does not know what had
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