Resistance and Barriers to Change
A degree of resistance is normal since change is both disruptive and stressful. A degree of scepticism can be healthy especially where there are weaknesses in the proposed changes. Resistance will also impede the achievement of organisational objectives.
- Individuals are more concerned with the implications for themselves
- Communications problems
- Inadequate information
- Sense of insecurity
- Different assessment of the situation
- Disagreement over the advantages and disadvantages of the change
- Structural inertia
- Existing power structures
- Resistance from work groups
- Failure of previous change initiatives
- 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 a loss of power, skills, income or the unknown...
- Redundancy
- Inability to perform as well in the new situation
- "My needs are already being met"
- "There is no justification for this 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"
- 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
- Poor employee relations
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