Flashcards in Final- Session 12 Deck (9)
Loading flashcards...
1
Reasons for Employee Resistance to Change
1. Direct costs: lose something of value
2. Saving face: the status quo is good
3. Fear of the unknown: uncertainty implies risk
4. Breaking routines: uncertainty implies risk
5. Incongruent team dynamics: norms contrary to the desired change
6. Incongruent organizational systems: systems reinforce status-quo
2
Lewin's Force Field Model
- Driving forces
• Push organizations toward change
• External forces or leader’s vision
- Restraining forces
• Resistance to change -- employee behaviors that
block the change process
Three stages of change:
1. Before change: Unfreezing
2. During change
3. After change: Re-freezing
3
Strategies for mitigating resistance to change
1. Communication
2. Learning
3. Involvement
4. Stress Management
5. Negotiations
6. Coercion
4
Communication
- Highest priority and first strategy for change
- Generates urgency to change
- Reduces uncertainty (fear of unknown)
5
Learning
- Provides new knowledge/skills
- Includes coaching and other forms of learning
- Helps break old routines and adopt new roles
6
Involvement
- Employees participate in change process
- The sense of ownership helps saving face and
reducing fear of unknown
- Includes task forces, future search events
7
Stress Management
- When communication, learning, and involvement are not enough to minimize stress
- Potential benefits
• More motivation to change
• Less fear of unknown
8
Negotiations
- Influence by exchange -- reduces direct costs
- May be necessary when people clearly lose something and won’t otherwise support change
- Problem
• Gains compliance, not commitment
9
