In the organization, when they are change their system or policy, it will case resistance to change. But we can not avoid resistance to change, the power of resistance can build support for change when we managing resistance. Because it can maintain clear focus, focus on the objective, if the change is necessary, otherwise it can maintain them for awhile; respect those who resist, the people who resist, their opinion are very important for the organization, however, it needs to respect them. (Palmer, Dunford & Akin, 2009) When they are getting change, they are many different sign of resistance occurs, it will be active or passive. (Palmer, Dunford & Akin, 2009) Active resistance occurs where people are taking specific and deliberate action to resist the change. Such like, using facts selectively, have a meeting to communicate fact statement, at the same time, to negotiation and get agreement to change or improve problem occur in the facts. Resistance does not always in positive action, sometimes it can be passive. Passive resistance occurs where people do not take specific actions. Such like malicious compliance, this is always happen the employees agreeing with the change, but they are not following through to fulfill their commitments.
The three signs of resistance discussed are lack of conviction that change is needed, dislike of change and belief that the timing is wrong (Palmer, Dunford & Akin 2009). But I think the dislike of change is most difficult sign of resistance to manage in organization. Change is stressful. It cases fear, anxiety and resentment in many people. It is directly affect to employers and employees. Without a agreement to change, employee will resist change because they are fear that they will have to adopt unfamiliar routines, they are be force to do more work without more pay; for example, employers need to set the new plans, strategy, target and so on for the future. Employees may fear by lose their jobs because they will be judged by a higher standard that they can not meet. Therefore, they may produce sense of loss, and have pessimism easier, then, it will greatly decrease their working effective and efficiency by dissatisfied of change. Furthermore, because change is hard to control by people, it leads employers lose their managing thoughts, however, those though it have been collected by the employers experience. Last but not least by the people dislike of change, it may be some people are unwilling to take on more responsibility or they dislike their working conditions and resist change in protest. However, the dislike of change of resistance is most difficult to manage, the organization must prepare very well before to have change, otherwise, it will hard to manage by the employers, employees or customers.
Reference
http://changingminds.org/disciplines/change_management/resistance_change/sign_resistance.htm
Palmer, I, Dunford, R & Akin,g 2008,managing organizational change: a multiple perspective approach, 2nd edn, McGraw-hill Irwin, New York.
