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    Overcoming Resistance To Change

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    Hani Law
    This document discusses overcoming resistance to change. It identifies forces that cause resistance to change at the personal and organizational level. It presents a case study of how Mattel reinvented itself to overcome industry changes. The document outlines a life cycle of resistance to change in 5 phases and identifies major factors like advocates of change, degree of change, time frame, and impact on culture that affect the success of change. It also discusses driving forces that motivate acceptance of change and restraining forces that block implementation. Strategies to lessen resistance like education and increasing driving forces while decreasing restraining forces are presented.

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    Overcoming Resistance To Change

    Uploaded by

    Hani Law
    551 views29 pages
    This document discusses overcoming resistance to change. It identifies forces that cause resistance to change at the personal and organizational level. It presents a case study of how Mattel reinvented itself to overcome industry changes. The document outlines a life cycle of resistance to change in 5 phases and identifies major factors like advocates of change, degree of change, time frame, and impact on culture that affect the success of change. It also discusses driving forces that motivate acceptance of change and restraining forces that block implementation. Strategies to lessen resistance like education and increasing driving forces while decreasing restraining forces are presented.

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    Powerpoint presentation on overcoming resistance to change

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    Overcoming Resistance to Change (2)

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    This document discusses overcoming resistance to change. It identifies forces that cause resistance to change at the personal and organizational level. It presents a case study of how Mattel reinvented itself to overcome industry changes. The document outlines a life cycle of resistance to change in 5 phases and identifies major factors like advocates of change, degree of change, time frame, and impact on culture that affect the success of change. It also discusses driving forces that motivate acceptance of change and restraining forces that block implementation. Strategies to lessen resistance like education and increasing driving forces while decreasing restraining forces are presented.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    551 views29 pages

    Overcoming Resistance To Change

    Uploaded by

    Hani Law
    This document discusses overcoming resistance to change. It identifies forces that cause resistance to change at the personal and organizational level. It presents a case study of how Mattel reinvented itself to overcome industry changes. The document outlines a life cycle of resistance to change in 5 phases and identifies major factors like advocates of change, degree of change, time frame, and impact on culture that affect the success of change. It also discusses driving forces that motivate acceptance of change and restraining forces that block implementation. Strategies to lessen resistance like education and increasing driving forces while decreasing restraining forces are presented.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    of 29
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    Some of the key takeaways from the document include identifying the forces that cause resistance to change within individuals and organizations, recognizing strategies to increase motivation for change, diagnosing the driving and restraining forces for organizational change, and experiencing reactions to change situations.

    Mattel faced challenges in managing change as the toy industry underwent radical changes. Specifically, Mattel had a history nearly falling apart every decade since the 1970s and CEO Eckert spearheaded efforts to redefine Mattel's core business through better inventory control, streamlining manufacturing, developing more toys in-house, and expanding overseas as toys matured in the US market.

    Some of the key forces that can drive organizational change include increased awareness of performance issues, desire to improve, and belief that change is needed for survival. Meanwhile, restraining forces against change include uncertainty, disruption of routines, loss of benefits, threats to security and power, and disruption of social networks and cultural norms.

    Overcoming

    Resistance to CHA
    NGE Karen Alcesto
    Norhanna P. Paporo

    MPSM 2017-2018
    Organizational Development & Leadership
    Dr. Yvette Batar

    Reference: An Experiential Approach to Organization Development, Seventh Edition, by Donald R. Brown and Don Harvey
    Learning Objectives
    Identify the forces within individuals and
    organizations that cause resistance to change
    programs.
    Recognize strategies that can increase the
    motivation to change.
    Diagnose the forces driving and resisting
    organization change.
    Experience reactions to a change situation.

    Overcoming Resistance to CHANGE


    Case Study : Toys Are Mattel
    The Toy Industry is going through radical change.
    Mattel has history of nearly falling apart every
    decade since the 1970s.
    CEO Eckert spearheaded Mattel to redefine
    core business.
    Better control inventory
    Streamline manufacturing
    Develop more toys in-house
    Expand overseas as toys mature in the U.S.

    Overcoming Resistance to CHANGE


    Change + Reinvent
    Many organizations are being forced to radically
    change.
    Organizations face major challenges in managing
    change.
    It was observed that organizations need the capacity to
    adapt quickly
    People are more focused on most serious challenges.
    Large scale changes often incur significant problems &
    challenges.

    Overcoming Resistance to CHANGE


    Change

    PERSONAL LEVEL ORGANIZATIONAL


    LEVEL

    Overcoming Resistance to CHANGE


    Changes on Personal Level
    Set patterns of behavior
    Defined relationships with others.
    Work procedures and job skills.

    Overcoming Resistance to CHANGE


    Changes on Organizational Level
    Policies
    Procedures
    Organization structures
    Manufacturing processes
    Work flows

    Overcoming Resistance to CHANGE


    Life Cycle of Resistance to Change

    Phase 1 Phase 2 Phase 3 Phase 4

    Only few Forces for & against Direct conflict Remaining


    change become resistance seen as
    people see the identifiable. & showdown
    bet. Forces. stubborn.
    need for Change more Possibility that
    change. thoroughly This phase
    understood. resisters will
    Resistance probably means mobilize support
    Novelty of change
    tends to disappear life/death to to shift balance of
    appears
    change power
    massive.

    Overcoming Resistance to CHANGE


    Life Cycle of Resistance to Change

    Phase 5

    Resisters to change are as


    few and as alienated as
    were advocates in the first
    phase

    Overcoming Resistance to CHANGE


    Major Factors affecting Success of Change/
    Change Factors

    Evaluation Advocates
    of Change of Change

    Impact on Success of Degree of


    Culture Change Change

    Time
    Frame

    Overcoming Resistance to CHANGE


    Advocates of Change
    Person leading change program is often
    most important force for change.
    Internal or external Organizational
    Development practitioners may be
    brought in to assist.

    Overcoming Resistance to CHANGE


    Degree of Change
    Is change minor or major?
    The greater the degree of change, the m ore
    difficult it is to implement

    Overcoming Resistance to CHANGE


    Time Frame
    Greater chance of success if change is
    gradual and in longer time frame.
    Some organizations only change for
    survival, which depends on radical
    change introduced swiftly.

    Overcoming Resistance to CHANGE


    Impact on Culture
    The greater the impact on existing
    culture, the greater the resistance and
    difficulty to implement change.

    Overcoming Resistance to CHANGE


    Evaluation on Culture
    Standards of performance developed to
    measure change and impact on
    organization.

    Overcoming Resistance to CHANGE


    A Change Model
    Two major considerations in organizational
    change are: degree of change and the impact
    on the organizations culture.

    Overcoming Resistance to CHANGE


    A Change Model
    The degree of change and the impact on the existing culture are shown in the change
    model in Figure 6.2. The larger the area, the greater the resistance.

    Major change,
    Minor change, major impact
    major impact on culture
    on culture

    3.
    Some
    resistance is
    Minor change, Major change, likely.
    minor impact on minor impact Good mgt. can
    culture on culture probably
    overcome it

    Overcoming Resistance to CHANGE


    Driving Forces toward
    Acceptance of Change
    Driving forces are anything that increases
    organization to implement proposed
    change.
    Driving forces include:
    Dissatisfaction with present situation
    External pressures toward change.

    Overcoming Resistance to CHANGE


    Momentum Toward Change
    Once change underway, certain forces
    tend to push change along.
    Those involved probably become
    committed.
    When money is committed to start a
    change, organization likely will want to
    continue.
    Change in one part of the organization
    may set off chain reaction in other parts.
    Overcoming Resistance to CHANGE
    Motivation by Management
    Manager/ CEO should not be overlooked
    as a motivating force.
    More experienced and senior managers
    may have been involved in other planned
    change programs, but for some
    employees this may be the first planned
    change program.

    Overcoming Resistance to CHANGE


    Our Changing World: Globalization of
    Worlds Businesses
    Globalization has occurred for hundreds of
    years but it was only recently that it
    experienced exponential growth.
    Reasons for growth/increase:
    Improvements in communications and
    transportation
    More efficient global banking systems
    Surpluses in capital in US, Japan, Europe
    Worldwide lowering of trade barriers.

    Overcoming Resistance to CHANGE


    Restraining Forces Blocking
    Implementation of Change
    Uncertainty regarding change/ comfort zone
    Fear of unknown.
    Disruption of routine
    Loss of benefits (whats in it for me?)
    Threat to security
    Threat to position power
    Redistribution of power
    Disturb existing social networks
    Conformity to norms & culture

    Overcoming Resistance to CHANGE


    Driving Forces and Restraining Forces
    Act inTandem
    Effective change programs increase
    driving forces and decreases restraining
    forces.
    Force-field analysis model (Please refer
    to Chapter 5) is useful way to view
    driving and restraining forces.

    Overcoming Resistance to CHANGE


    Strategies to lessen Resistance
    Education and communication
    Create a vision
    Participation and involvement of members
    Facilitation and support
    Negotiation and agreement
    Leadership
    Reward systems
    Explicit and implicit coercion
    Climate conducive to communications
    Power strategies

    Overcoming Resistance to CHANGE


    OD in Practice: How Dupont
    shortened its Stove-pipes
    Industrial Polymers Division (IPD) shows
    how DuPont can change
    Products out-dated
    Problems included low morale and low
    productivity
    Top and middle management understood
    the need to improve

    Overcoming Resistance to CHANGE


    OD in Practice: How Dupont
    shortened its Stove-pipes
    Only major change would improve
    division.
    Forces for change include:
    People aware of average performance
    They had desire to turn things around
    Widely held belief that survival of division and
    personnel hung in balance

    Overcoming Resistance to CHANGE


    OD in Practice: How Dupont
    shortened its Stove-pipes
    Vision statement was developed by
    employees.
    Plans made to implement team efforts
    and self-management
    No customary stove-pipe hierarchy of
    supervisors and no formal departments

    Overcoming Resistance to CHANGE


    Keywords and concepts
    Driving forces increases client system to implement
    proposed change
    Employee stock ownership plan (ESOP) grant stock/
    non-stock options to broad section of employees.
    Gain sharing reward system that recognizes value of
    specific group
    Knowledge-based pay reward system based on the
    knowledge or skills a worker has
    Open-book management employees see companys
    financial records to analyze problems for themselves

    Overcoming Resistance to CHANGE


    Keywords and concepts
    Power strategies technique for lessening
    resistance to change that uses power
    structure in an organization
    Profit-sharing uses the performance of
    business to calculate employee pay
    Restraining forces forces that block
    implementation of a change program

    Overcoming Resistance to CHANGE

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