Why Do Organizations Resist Change

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Resistance to change is common in an organization especially a big change. There are several reasons the employees and the management team resists change that comes down from the head person in charge. When the CEO or president of a company decides to make a big change that will affect everyone it is vital how the information is perceived. How the message is delivered has a lot to do with how it will be received. If the message is not delivered right then there could be many reasons why the employees of the company resist the change that happens. There are three main types of resistance that employees’ attitudes represent during a change; they are complacent, resigned and cynical attitudes. These different types of resistance show that resistance is common in an organization especially a big change. Complacent resistance is when everyone thinks things are just fine the way they have been and the change is not needed. Employees may show behaviors like procrastination and avoidance when engaged in this type of resistance but they still continue to operate the same way not the new way. Complacent resistance is the not likely to draw attention out of the three types. Resigned resistance is when everyone shows no motivation to change over to the new way of things. They may demonstrate a sense of depression, sadness, or hopelessness while doing the change-related tasks. They will try everything to avoid the change until someone else takes the initiative to make the necessary actions to change things. Cynical resistance is when everyone basically blames whoever is for the change. They base the change on past experiences that they encountered that failed, so they usually have every reason to be against the change and believe it will fail too. They look at people that are for the change as deceitful or distrusting because they feel it will not succeed. Depending on how the

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