3.2.2.2.

The concept of resistance within this context

Resistance is another word for defiance or opposition which means refusal to obey.
Defined literally, it means the inclination to resist or disobedience (MW 2008 & NE
2008). That change creates resistance is a common phenomenon. There are different
reasons why people resist these changes in organizations.

According to Yukl (2006) there are nine basic reasons of resistence to change
which are as follows:
1. Lack of trust – If there is distrust against the people that propose the change, there
will automatically be resistance. Event though there is no obvious threat or reason to
resist, there will be a suspicion of hidden agendas that will be obvious later on.

2. Belief that change is unnecessary – If the way things were done was successful
historically but there is no evidence that change will improve the present situation,
then it is more likely that resistance will occur. Even if a problem is recognized the
solution will be seen in “doing more of the same” rather than “doing new”.

3. Belief that change is not feasible – Change might be resisted even if a problem is
recognized as long as the co-workers believe it is unlikely that the change will
succeed. Radical changes, failure and earlier changes in the program are also factors
that contribute to the resistance and cynicism.

4. Economic threats – If a change is believed to benefit the organization it can still

be resisted if the organizational members will suffer loss of income, job security or
other benefits. Moving the plant to a country with lower wages or automating the
production is a typical example.

5. Relative high cost – Resistance will arise even if a change creates benefit for the
organization when it is believed that the change will create higher costs than benefits.
6. Fear of personal failure – Changes often needs learning by the organizational
members and doing things differently. People with lack of self-confidence can resist
the change because of fear they that will not perform as good as required.
7. Loss of status and power – Changes can inflict shifts in power and status among
people and departments. As a result, the co-workers affected by this negatively willn
resist the change.
8. Threat to values and ideals – If there is vast difference between the change,
values and ideals in the organization (both in cultural and personal level), there will
be a resistance.

9. Resentment of interference – The members of the organization can feel force,

manipulation and/or control being used to push the change and therefore resist it just
because they want to show that they will not accept those methods.

Yukl (2006) also argues that resistance is not purely ignorance or inflexibility but is
also a reaction of defence by people who want to protect their interest. Resistance
should not only be looked at as an obstacle, instead it should be viewed as energy that
can be redirected and finally help and strengthen the change. Strong resistance is often
a sign of firm values an emotional involvement and a converted opponent is an
invaluable supporter

Employees resisting change because it threatens their needs for security, social
interaction, status or self esteem. The perceived threat stemming from a change may
be real or imagined, intended or unintended, large or small. Regardless of its nature,
employees will try to protect themselves from effects of change. (Newstrom and
Davis ,1993, p.276).

The main reasons for employees resisting change, is that, “many employees see
change as disruptive and intrusive.’’Strebel (1996,p-139) An in this case also Aventis
management were forced to make changes to its management style .After the merger
between two companies the management change resulted in uncertainty
,dissatisfaction and resistance. The faith in the new management was very poor.
Further retrenchments are currently under way with associated management
restructuring which included demotions of certain key Positions. This has lead to
extreme uncertainty and fear of job losses amongst employees.Generally as compare
to younger people the older people tends to resist change more. Fox (2006, p.162)
Resisting change is a common reaction with the particular form depending on the
individual’s personality, competing commitments, the nature of the change, attitudes
towards it and forces deriving from the group, the organisation and its environmental
context. The form of resistance may vary from passive resignation to indifference,
passive resistance, and active resistance (Carnevale, 2003).