Review a short interview with a manager about systems of resistance to organizational change. Analyze the responses with your initial reactions to the interview responses, including your own opinion about facing organizational change in the company, create a presentation.
6-slides with speaker notes.
At least 3 peer-reviewed references
What symptoms of resistance to change have you experienced?
Yes, in both lack of trust and afraid of failure.
Have you experienced both active and passive forms (Define the forms for the interview and prompt them for more explanation)?
I have experienced a passive form of denial by not using the new organizational structure.
Have you ever expressed resistance to organizational change (as a recipient of change)?
Yes, when my company revamped the server structure from local storage to a corporate-level server, I avoided using the new server as much as possible.
What experience do you have with resistance to change when you were the one responsible for change management?
Well, I have to accept the task from upper management without much complaint but conveyed my concerns and my denial of the change to my staff.
Which of the various reasons for resisting change do you believe to be the most common?
Lack of trust.
What are your “top three” in this regard?
Lack of trust, afraid of failure, and too many changes in a short time period.
Which of the various reasons for resisting change do you believe to be the most difficult to deal with (as a manager)?
Lack of trust of course.
What are your “top three” in this regard?
Lack of trust, too many changes in a short time period, and afraid of failure. These three go hand-in-hand. If the changes are too frequent, then it's usually because some failed, and that would not make a good look in front of your employees.
When senior managers resist change at the strategic level, they are in a position to cause more damage than employees resisting changes at the operational level. Have you worked in a company where you believe that management resistance to change may have existed?
No I have not.
As a manager yourself, what would you try to do to prevent this from happening?
Open to questions and criticisms from your employees. The plan should always consider inputs from employees and change as needed.
Which approach to the management of resistance do you find to be most challenging?
Still the mistrust. Changes are always unpredictable and you can only go so far to convince those who resist to change.