8. Changing-Developing new attitudes and responses

Change is the process of moving from one state to another. Just as moving to a new house requires the massive packing of furniture and other items, change requires just as much preparation to be successful.

Most people do not like change, we like things to remain the same. Change

Symptoms to resistance can take the form of:

Employee resistance may also bring to light problems in a change proposal that management had overlooked. In an odd way, employee resistance is a form of checks-and-balances on management and acts to preserve the organization’s culture. Change, particularly if it effects will be tremendous and/or wide ranging should be properly planned. In planning a change, management should consider; the impact of change. Change management and approaches that can be used to overcome resistance and gain commitment to change programs. Senior management should then draw up a program for the change such as; Setting goals and defining the new state required after the change. Analyzing the present conditions in relation to the goals. Defining the transitional activities and commitments required to achieve the new state. Developing strategies and action plans for managing the transition. All this involves identifying the forces resistant to change and the reasons for resistance.

Aggression: Showing hostility toward management or fellow employees through gestures, words, or even physical attacks.

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