reasons for resistance to change and how to overcome it.

1. Presented By :
Yashaswani Sharma

2. Organisational change denotes any
alteration which occurs in the
overall work environment of
an organisation.
It has the following characteristics:
1. Change results from the pressure of forces which are both outside &
inside the organisation.
2. The whole organisation tends to be affected by change in any part of it.
3. Change takes place in all parts of the organisation, but at varying rates
of speed & degrees of significance.

3. External Forces:
1. Technology
2. Marketing Conditions
3. Social Change
4. Political Forces
Internal Forces:
1. Change in Managerial Personnel
2. Change in Operative Personnel
3. Deficiencies in Existing Structure
4. Fear Of Inflexibility

4. 1. Problem of Adjustment
2. Economic Reasons
3. Obsolescence of Skills
4. Emotional Factors

5. 1. Threat to Power &
Influence
2. Organisation
Structure
3. Resource Constraints
4. Sunk Costs

6. Efforts at Individual Level
•Education & Communication
•Participation & Involvement
•Commitment

7. Efforts at Group Level
Darwin Cartwright has identified the following characteristics of
group as a means of overcoming resistance to change:
•If both the change agent and the people target for change belong to the same
group, the role of group is more effective.
•If the people have more cohesiveness and strong belonging to the group,
change is easier to achieve.
•The more attractive the group is to the numbers, the greater is the influence of
the group to accept or resist a change.
•Group can exert pressure on those factors of the members which are
responsible for the group being attractive to the members. Normally attitudes,
values and behaviour are more common factors determining the group
attractiveness.
•The degree of prestige of a group, as interpreted by the members will
determine the degree of influence the group has over its members.