Q.3 Discuss in detail ‘individual level of change’ and its relevant approaches.
Course: Management Strategies in Educational Institutions
Course Code 8615
Topics
- Individual level of change
- Discuss the relevant approaches of Individual level of change
- The resistance towards change at an individual level can be due to various reasons(Habits,Inertia from Group,Fear of the Unseen and Unknown Future)
Answer:
Individual sources of resistance
towards a change exist in the basic human tenets or characteristics and are
influenced by the differences in perception, personal background, needs or
personality-related differences. It is important to understand those triggering
factors or issues which refrain individuals from endorsing change or extending
their support and cooperation towards any change initiatives at an
organizational level.
Criticizing the individuals or the
teams for not being supportive in the stages of transition or compelling them
cannot be an effective solution for implementing change smoothly or in a hassle
free manner.
The resistance towards change at an individual level can be due to various reasons:
How satisfied they
are with the existing state of affairs
Ø Whether they
appreciate the overall end product of change and it’s outcome on them
Ø How much practical or realistic the change is
Ø What will be the
possible cost change on the individual in terms of potential risks
Ø involved,
pressure to develop new competencies and disruptions
The following factors explain why
individuals may pose resistance towards change:
Habits:
We individuals are influenced by our
habits in our ways of working and accept or reject a change depending upon the
effect which a change may have on the existing habits of the individuals. For example,
change in the office location might be subjected to resistance from the
individuals as this might compel them to change their existing life routine and
create a lot of difficulties in adjustment or coping with the schedule. The
individuals might have to drive a longer way for reaching their office, or
start early from home for reaching their office in time, etc.
Lack of Acceptability or Tolerance for the Change:
Lack of Acceptability or Tolerance for the
Change:
Some individuals endorse change and
welcome a change initiative happily while few individuals fear the impact of
change. Over a period of time change fatigue also builds up.
Fear of a Negative Impact
Economically or on the Income: During the process of organizational
restructuring or introduction of organization-wide change as a strategic move
on the part of the management, several inhibitions, and fear rule the thought
process of the individuals. Fear of possible loss of a job as a result of
change or a change in their income structure or may be a change in their work
hours could be one amongst the possible reasons.
Fear of the Unseen and Unknown Future:
Individuals develop inertia towards
the change due to the fear of unknown or uncertainties in the future. This can
be tackled through effective communication with the participants of change and
making people aware of the positives of change and the course of action which
individuals are expected to follow to cope with the changing requirements
successfully.
Fear of Losing Something Really Valuable:
Any form of threat to personal security or
financial security or threat to the health of the individuals may lead to fear
of losing something precious as a result of the implementation of change.
Selective Processing of Information:
It can be considered as a filtering process in
which the individuals perceive or make judgments by gathering selective
information which is greatly influenced by their personal background, attitude,
personal biases or prejudices, etc. If an individual maintains a negative
attitude towards any kind of change, then they are having a usual tendency of
looking at the negativities associated with the change and involve all the
positive aspects of it.
A Rigid Belief that change cannot
bring about any facilitating change in the Organization and it only involves
the pain and threats to the individuals. Now, we will look into the
organizational factors which result in resistance to change.
Resistance
Due to the Structural Rigidities or Limitations:
Structural resistance is a characteristic feature
of bureaucracies, which focus more on stability, control, set methodologies or
routine.Ignoring all the interconnected factors which require change or lack of
clarity in understanding the ground realities.
Inertia from the Groups:
Groups may resist change because just
like individuals, groups equally follow set behavioral patterns, norms or
culture and as a result of change the groups might have to change their existing ways of conduct or behavior.
Possible threats to Power, Resources or
Expertise can also result in resistance towards an organization level change.
Any kind of devolution of power or transfer of resources from some agency or
group to some other agency or a group will definitely lead to a feeling of fear
or inertia towards a change initiative.
In the end, it can be concluded that
any kind of change will surely involve heavy resistance at the individual as
well as organizational level. But through effective communication during all stages
and consulting, desirable outcomes can be ensured by breaking all the possible barriers
or resistances towards a change. What is more important is identifying the main
source of resistance and accordingly developing action plans for dealing with it.
Successful change in an organization
will require strong commitment and involvement on the part of the top
management, focused and an integrated approach, strong and a stable leadership,
effective and open communication from the internal change agent for making people
sensitive and more aware of the realities and the ultimate need for change.
For minimizing the resistance towards
the change employee participation and involvement in the overall process plays
a crucial role in building acceptability and seeking the cooperation of the
employees towards the change. Hence proper planning, coordinated approach and complete
involvement of all the stakeholders, play a decisive role in implementing
strategic decisions and determining the success of change.
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