A useful read for anyone interested in the theory behind Change.
Much of this can be seen in the context of this current project and earlier discussions on 'Special Editions'.
Change Management - Resistance and barriers to changeResistance to change
A degree of resistance is normal since change is:
* Disruptive
* Stressful
Moreover a degree of scepticism can be healthy especially where there are weaknesses in the proposed changes.
Four basic reasons why change is resisted
Kotter and Schlesinger identified basic causes of resistance to change:
(1)Parochial self interest
* Individuals are more concerned with the implications for themselves
(2)Misunderstanding
* Communications problems
* Inadequate information
(3)Low tolerance of change
* Sense of insecurity
* Different assessment of the situation
(4) Disagreement over the need for change
* Disagreement over the advantages and disadvantages
Some negative comments often received on proposed changes:
* "My needs are already being met"
* "There is no justification for change"
* "I don’t like the way they propose to do it"
* "The risks outweigh the benefits"
* "It will now be harder for me to meet my own needs"
Individual barriers to change
* Tradition and set ways:
* Loyalty to existing relationships
* Failure to accept the need for change
* Insecurity
* Preference for the existing arrangements
* Break up of work groups
* Different person ambitions
* Fear of:
Loss of power
Loss of skills
Loss of income
The unknown
* Redundancy
* Inability to perform as well in the new situation
Inappropriate change management
* Change is often resisted because of failures in the way it is introduced
* Failure to explain the need for change
* Failure to provide information
* Failure to consult, negotiate and offer support and training
* Lack of involvement in the process
* Failure to build trust and sense of security
Why change should be welcomed
* Change can produce positive benefits for the individual:
* Opportunities for personal change and development
* Provides a new challenge
* Reduces the boredom of work
* Opportunity to participate and shape the outcome
(Source:
http://tutor2u.net/business/strategy/ch ... riers.html accessed 29/9/10)
