Concept, Dynamics and

Complexity of Change:
Managing Resistance to
Change
Dr. S. J. Anwar Zahid
Director (Research), BARD

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 Definition
Change is any alteration occurring in the work
environment that affects the ways in which
employees must act.
- Newstrom and Keith Davis

Change is the process of moving from one

condition to another.
Organizational change is the -planned
Cook andattempt
Hunsaker
by
management to improve the overall performance of
individuals, groups, and the organization by altering
structure behaviour and technology.

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- Ivancevich 2
Why Change

Creation of better working environment;

Ensure much participation;
Ensure motivation and job satisfaction;
Reduce stress;
Reduce conflicts;
Reduce discrimination;
Ensure enlighten human relation;
Sustainable development.
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 Process of Organizational Change
Complete idea about situation
Identify barriers
Identifying ways of overcoming barriers
Idea about employee behaviour
Selection of alternative
Formulating proper plans and strategies

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 Steps/Process of Planned Change

Unfreezing: The process of unfreezing simply makes the

individually or organizations aware and prepares them for
change. Lewin believes that the change should not be come as a
surprise to the employees of the organization. Sudden,
unplanned change may be ineffective. The management must
pave the way by unfreezing the situation, so that most of them
would willing and ready to accept the change.
Changing stage: Once the unfreezing process has been
started, the members and employees of the organization
understand and recognise the needs for change and have been
prepared to accept such change, their behaviour patterns have
to be redefined.

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 Steps/Process of Planned Change
Refreezing: Refreezing occurs when the new behaviour
becomes a normal part of the employees life. The new
behaviour of employees will replace the former
behaviour for successful change take place. Accordingly,
it should be continiously reinforced so that this new
acquired behaviour does not diminish.

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 Consciousness Thinking
Emotional

Feeling

Intellectual achievement Understanding

Behavioral Change Action

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 Some Element for
Change

What to change
Desire Change
Knowledge

Skill Desire

How to change Why to change

Change = A + B + C + D

A = Acceptance of Change C = Cost of Changing

B = Belief in Self D = Desirability of Future
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Causes of Resistance to Change

Habit
Uncertainty
Fear of loosing existing benefits
Misunderstanding and lack of trust
Lack of knowledge about change
Management reaction to change
Threat to loose power and resources
Competence fears
development.
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 Ways of Overcome to Changes
Consultation with the employee
Proper communication
Leadership
Providing reward
Provide benefits and supports
Timeframe
Negotiation
Direct and indirect coercion
Safeguard of interest

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 Implementation of Change Successfully
Providing benefits and supports
Creating vision
Negotiation
Direct and indirect coercion

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