أنشئ حسابًا أو سجّل الدخول للانضمام إلى مجتمعك المهني.
employee resistance can be occured if we do NOT have:
1- Specific rules and policies.
2- rewarding system.
3- Fairness
Resistance is an employee emotion during organizational change
Basic reasons for resisting change
Fear of the unknow
Lack of good information
Fear of loss of security
No reasons to change
Fear of loss of power
Lack of resources
Bad timing
Habit
Specific behaviors individuals exhibit when they are resistant to change.
Some reasons for employee resistance may include:
New management
Loss of status or social standing
Lack of faith in their ability to learn new skills
Lack of trust in or dislike of managers
Loss of job security
Loss of family or personal time
Feeling that the organization is not entitled to the extra effort
STAGE ONE: Resistance-individuals will openly resist the change or possibly sabotage it! (I know of a laboratory director who sabotaged a change...it definitely happens!) Common phrases: "I know this won't work; we tried it several years ago and it didn't!" "It's just going to make my job harder!" STAGE TWO: Passiveness-this involves becoming an ostrich. Individuals will find a bucket of sand and put their head in it! (Not really, but you know what I mean) They will try to blend in with the woodwork. When talking to these individuals, they either do not understand what or why something is changing or perhaps they did not know about it and have taken a "watch and see" approach. Common phrases: "I will be here after they are gone." "I put in my eight hours." STAGE THREE: Convince Me--This individuals have been committed to change and will work hard to achieve the objective set forth; however, they have been promised change in the past and were "let down" by the organization. Management must show them that this change will benefit the organization and the individual as well as improve processes and must follow through on that process. Common phrases: "Show me." "We've heard that before!" STAGE FOUR: Hope-this stage is typical of new hires. They are willing to put in the time to assist in the change; however, if management does not follow through on their promises regarding the change, these supporters will become the strongest opponents for future changes! Common phrase: "Wouldn't it be great if we did pull this off?" STAGE FIVE-Involvement-These individuals are seasoned workers who have seen change come and go, work and not work. They want to be involved to keep the organization solvent! They "get it" that some changes will work and some will not. Common phrase: "Whether it works or not, we have to try something!" STAGE SIX-Advocacy-These individuals are the cheerleaders of the change. They are the individuals the change agent needs to seek out to help support and implement the change. They are the individuals managers can place their trust in to keep the strategic momentum. Common phrase: "This is our chance for long term success!"
i agree with Mr . Subhranshu
agree with mr.Vinod Jetley
Agree with the answer given by Vinod Jetley
The1st would be pay. The2nd factor would be working conditions.3rd could be emploees wanting to share in the profits.
Resistance come from employer and employees.
Factors of resistance:
1. Loss of jobs.
2. Technology.
3. Lack of skills workers or employees.
4. Unaware about change.
