Behavioral Reactions to Change
Name the four behavioral reactions to change. Describe the behavioral signs of each reaction, and identify an organizational strategy for dealing with each reaction.
Change management is a set of processes employed to ensure that significant changes are implemented in a controlled and systematic manner. One of the goals of change management is the alignment of people and culture with strategic shifts in the organization, to overcome resistance to change in order to increase engagement and the achievement of the organization’s goal for effective transformation.
Achieving sustainable change begins with a clear understanding of the current state of the organization, followed by the implementation of appropriate and targeted strategies. The focus of change management is on the outcome the change will produce- the NEW arrangement that must be understood. A comprehensive change management strategy should lead to the desired objectives and create a sense of ownership, enable sustained and measurable improvement and build capability to respond to future change.
How employees perceive a change greatly affects how they react to it.
A. If employees cannot foresee how the change will affect them, they will resist the change or be neutral, at best.
B. If employees clearly see that the change is not compatible with their needs and aspirations, they will resist the change.
C. If employees see that the change is going to take place regardless of their objections; they may initially resist the change and then resignedly accept it.
D. If employees see that the change is in their best interests, they will be motivated to accept it.
In spite of attempts to minimize the resistance to change in an organization, some reactions to change are inevitable. Negative reactions may be manifested in overt behavior, or change may be resisted more passively.
People show four basic, identifiable reactions to change: These include
1. Disengagement
Change management is a set of processes employed to ensure that significant changes are implemented in a controlled and systematic manner. One of the goals of change management is the alignment of people and culture with strategic shifts in the organization, to overcome resistance to change in order to increase engagement and the achievement of the organization’s goal for effective transformation.
Achieving sustainable change begins with a clear understanding of the current state of the organization, followed by the implementation of appropriate and targeted strategies. The focus of change management is on the outcome the change will produce- the NEW arrangement that must be understood. A comprehensive change management strategy should lead to the desired objectives and create a sense of ownership, enable sustained and measurable improvement and build capability to respond to future change.
How employees perceive a change greatly affects how they react to it.
A. If employees cannot foresee how the change will affect them, they will resist the change or be neutral, at best.
B. If employees clearly see that the change is not compatible with their needs and aspirations, they will resist the change.
C. If employees see that the change is going to take place regardless of their objections; they may initially resist the change and then resignedly accept it.
D. If employees see that the change is in their best interests, they will be motivated to accept it.
In spite of attempts to minimize the resistance to change in an organization, some reactions to change are inevitable. Negative reactions may be manifested in overt behavior, or change may be resisted more passively.
People show four basic, identifiable reactions to change: These include
1. Disengagement
References: Powell B. In A.B. Fisher, "Making change stick." Fortune. April 17, 1995. Kubler-Ross E. On Death & Dying. New YorkNew York, state, United States New York, Middle Atlantic state of the United States. It is bordered by Vermont, Massachusetts, Connecticut, and the Atlantic Ocean (E), New Jersey and Pennsylvania (S), Lakes Erie and Ontario and the Canadian province of ..... Click the link for more information.: Simon & Schuster/Touchstone, 1969 Online resource: managementconsultingcourses.com/Lesson38BehavioralResistanceToChange.pdf