BSMH 5093Managing Change &

Communication

Article Review

OPPORTUNITY TO REDUCE RESISTANCE TO

CHANGE IN A PROCESS OF

ORGANIZATIONAL CHANGE

By;PRIDHIVRAJ NAIDU

814284

UNIVERSITI UTARA MALAYSIA

OTHMAN YEOP ABDULLAH GRADUATE SCHOOL OF BUSINESS

Presentation Overview1. IntroductionChange Model as a 3 part process

2. Research results Kotter’s 8 step model J. Ivancevich, James H. Donnely and

James Gibson (1989) model The Prediscon model

3. Factors of Resistance4. Steps Emergency Change

Change Models 3 part process

Research results• Many models that do not contain explicitly the

step of reducing resistance to change

A relevant example is the model Florescu and Popescu (1988)

• In many models the phase of reducing resistance to change can be inferred from the presentation of actions

• Discussed in the article:1. Kotter's eight step change model2. J. Ivancevich, James H. Donnely and James Gibson (1989)3. The Prediscan Model

1. Kotter’s 8 step model

• Increase urgency• Build the guiding team• Get the vision right• Communicate to buy-in• Empower action• Create short term-wins• Don’t let up• Make change stick

2. J. Ivancevich, James H. Donnely and James Gibson

(1989)

1.Understanding the factors that trigger change2.Recognition the need for change3.Diagnosis of the problem4.Identification of the methods and alternatives that will make the change5.Presenting the existing conditions6.Selecting the method7.Overcome the resistance to change8.Implementing and coordination of change.

3. The Prediscan Model

1. Awareness of the need for change 1.1. Data collection and analysis; 1.2. Identifying the need for change; 1.3. Evaluation of change and choice of the best variant(s).2. Design of the change 2.1. Develop the implementation schedule of the change; 2.2. Reducing resistance to change;3. Implementing change 3.1. The actual implementation 3.2. Monitoring, analysis and evaluation of the results 3.3. Improving the change

Factors of resistance• The employees opposition to the managers

proposals may strengthen or weaken

• Depending on the expressions of the following elements:

1. organizational culture2. characteristics of the environment 3. the nature of the activities of the organization4. emergency of change5. the extent to which the rhythm of change required by managers is supported by employees6. management style7. type of organizational structure8. the quality of the organization's information system, etc.

Emergency change

The reversal of the order of the stages of a process of organizational change

1. Identify necessary changes

2. Implementing change

3. Reducing resistance to change

UNIVERSITI UTARA MALAYSIA

OTHMAN YEOP ABDULLAH GRADUATE SCHOOL OF BUSINESS

BSMH 5093Managing Change &

Communication

Resistance to Organizational Change

A Case Study Oti Yeboah Complex Limited

(OYCL)

PRIDHIVRAJ NAIDU 814284

The Case

• 1986 to 2008, it was operating sawmill embarked on a change process from 2008 – 2010

• changing from sawmilling to plywood production

• affected the strategy, the structure, the technology, and the work processes of the organization

• Brought to resistance due to new roles, redundancy and responsibilities

• employee's carried out strikes, boycott and lockouts because of fear of the unknown and possible loss of job

(Bohene.R and Williams.A.A, 2011)

Q1 Model usedThree step Change Model (Lewin, 1951)

Refreeze

Move

Unfreeze

Take action, make changes involving the people

Examine status quo, increase the driving forces for

change and decrease resistance

Make changes permanent, establish new ways,

reward desired outcomes

Q2 Reducing resistance

Resistance is because of :- Fear of new roles, redundancy and responsibilities- Fear of not knowing- Fear of loosing the job

To reduce resistance:- Recruiting for specific and new functions (Skilled)- Training (Unskilled)- Ensure continues communication, keeping the

employees in the know

Dr.Vimala