Things No. 55 Factors of Resistance The following are identifiable factors of resistance which might become factors for behavior ranging from passive resistance to outright sabotage. However, keep in mind that a certain amount of resistance could be good. It keeps the change agent honest. You have to analyze to be sure the change really is justified. Avoid change for the sake of change. 1. FEAR. Fear of the unknown, financial loss, job loss, overwhelming change, obsolescence... 2. RESENTMENT. Change may imply criticism especially if the process in question is the child of the person doing the job. 3. STATUS-JEALOUSY. Resistance based on status/jealousy is a product of relationships between the suggester and the person subject to the change. The suggester may be the boss──or the bosss pet; the suggester may be younger, different gender, different race, different social group... 4. INERTIA-HABIT. Change may require relearning or the breaking of comfortable habits or the status quo. 5. SUSPICION-DISTRUST. Employee may suspect the change is not designed for his/her benefit, ie. may increase the amount of work, may remove some benefit (sometimes hidden), may demote or even eliminate. 6. PRIDE. Pride of craftsmanship may be eliminated through change of product from end-product to a small part of the whole. 7. SOCIAL. Social work groups often generate more loyalty than the company. A change that threatens their existence to the slightest degree can result in resistance. Groups can be based on long-term friendships, race, religion, etc. 8. PERSONAL. There can be many personal reasons for resisting, many of which may be difficult to identify. It can range from a temporary bad mood (perhaps because of an argument at home) to an illogical fear based on the suggesters resemblance to someone who has done something harmful to a full-blown psychosis. 9. BULL-HEADEDNESS. You may be dealing with an obstinate personality──or you just may not know the real reason and need to label the problem. There is always a reason. If you understand, you can communicate and motivate. Usually. Some Thoughts on What to Do You primary focus should be to understand, communicate, and motivate. In every instance of resistance to change, the person is putting himself first. You have to try to make him accept the goals of the organization as his own. You must also convince him that he will be treated fairly. Specifically, for each of the factors of resistance, here are some additional thoughts. 1. FEAR. Remove the unknown. Clarify. Convince that there is no financial loss intended (unless there is──always be honest). Through your own attitude, dispel criticism. Fear implies a lack of trust. Demonstrate ease of new system. 2. RESENTMENT. Bring the person into the decision process. Use his ideas if at all possible. If necessary to criticize anything, criticize the work situation, not the person. Its the principle of the Hawthorne study. If the person resisting is the person who designed the system being changed, be careful in criticizing anything except the necessity to change, but make the necessity obvious. 3. STATUS-JEALOUSY. Make sure everything you do reflects pure objectivity. Focus only on the work. By action, show no consciousness of status between yourself and the individual or anyone else. 4. INERTIA-HABIT. Make it as easy as possible. Motivate. 5. SUSPICION-DISTRUST. Never do anything that could be interpreted as dishonest or devious. Never spy. Be open and honest. Answer questions. Go over changes in detail and state the reasons for the change. 6. PRIDE. If you take something away, give something in return. For example, if the pride has been in the specific job, try to transfer that to pride in the department, the company, or the mission of the company. You might even be able to focus on how much better or less costly the operation is compared to the competition. You might be able to help the person to take pride in company goals. 7. SOCIAL. Make them part of the larger organization by showing them where they fit in──how what they do contributes to the end product. 8. PERSONAL. Have patience. Sometimes, it can just be a matter of timing. 9. BULL-HEADEDNESS. Determine what the real reason is.
Posted on: Mon, 28 Oct 2013 14:15:21 +0000