Selective Perception

The reason why people resist changing:

 Did not see and deal with a problem of stable or fallen effort.

 Correct the reason solves the problem resistance.

 A concern over personal loss of status, money, authority, friendships and personal convenience.

 The perception that change is incompatible with goals and best interests of the organization

Individual-Level Resistance to Change:

 Fear of the unknown is a common source of resistance.

 Another related factor is the economic threat it poses to people.

 Selective perception.

 Habit is another factor that can cause resistance.

Organizational-Level Resistance to Change:

 Company inertia.

 Reinforce existing company habits and make change all the more difficult.

 Mechanistic structures and stable cultures.

 Change represents a threat to existing power structures.

 A common example of a threat to power is the employee involvement movement among American firms.

 A previous failed attempt to change is another organizational-level threat.

There are six specific ways that resistance to change may be overcome which are the most popular and frequently used approaches to overcome resistance to change include the following: education and communication, participation and involvement, facilitation and support, negotiation and agreement, manipulation and co-optation, and coercion.

Education and Communication: Resistance can be reduced when school leaders communicate with organization members to help them see the need for change as well as the logic behind it. This can be achieved through face-to-face discussions, formal group presentations, or special reports or publications. The approach works providing the source of resistance is inadequate communication and that leader-member relations are characterized by mutual trust. If trust does not exist, the change is unlikely to succeed.

 Communication programs can be especially useful in overcoming resistance when resistance based on either misinformation about the change or an inadequate circulation of relevant information.

 Discussions, meeting and share information.

Participation and Involvement: Organization members who participate in planning and implementing a change are less likely to resist it. Prior to making a change, leaders can allow those