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• Loss of Job: In an organizational setting, any process, technological advancement,
systems, or product change will include streamlining, working smarter, cost reduction,
efficiency, faster turnaround times. All these means.staff and managers will resist the changes
that result in their roles being eliminated or reduced. From their perspective, your change is
harmful to their position in the organization!
• Bad Communication Strategy: The way in which the change process is communicated
to employees within the organization is a critical factor in determining their reactions. If you
can't communicate what, why, how, when, who and what success will look like or how success is
going to be measured, then, expect resistance! If employees do not understand the need for
change, why ask for a buy in?
• Shock and Fear of the Unknown: Employees' responses to organizational change can
range from fear and panic to enthusiastic support. During periods of Change, some eniployee§
may feel the need to cling to the past because it was a more secure, predictable time. If what they
did in the past worked well for them, they may resist changing their behaviour out of fear that
they will not achieve as much in the future.
• Loss of Control: Familiar routines help employees develop a sense of control over their
work environment. Being asked to change the way they operate may make employees feel
powerless and confused. People are more likely to understand and implement changes when they
feel they have some form of control.
• Lack of Competence: This is a fear that is difficult for employees to admit openly. But
sometimes, change in organizations necessitates changes in skills, and some people will feel that
they N7v on t be able to make the transition well: Therefore, the only way for them to try.and
survive is to kick against the change. Some employees are just hesitant to try new routines, so
they express an unwillingness to learn anything new.
• Poor Timing: Change must be introduced when there are no other major initiatives going
on. Sometimes it is not what a leader does, but it is how, when and why she or he does it that
creates resistance to change! Undue resistance can occur because changes are introduced in an
insensitive manner or at an awkward time.
• Lack of Reward: There is a common business saying that managers get what they
reward. Organizational employees will resist change when they do not see anything in it for them
in terms of rewards.
• Office Politics: Every organisation has its own share of in-house politics. So, some
employees resist change as a political strategy to "show or prove" that the change decision is wrong. They may also resist showing that the person leading the change is not up to the task.
These employees are committed to seeing the change effort fail.
Kavungya answered the question on May 18, 2019 at 08:07
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