Resistance to Organizational Change: the role of Cognitive and affective process

Resistance to Organizational Change: the role of Cognitive and affective processSubmitted by,Sambriddhi GhimireAmit PathakSynopsisOne of the barrier to organizational expansion and growth due to its negative consequences.investigate the factors that influence resistance to organizational change.an intervention strategy to guide management in developing a method for approaching resistance when implementing major change.Case FactsTo investigate the relationship between irrational ideas, emotions and resistance to change

IssueDoes a relationship exist between an individuals cognitive and affective processes and their willingness to adapt to major organizational change?How much influential is the Employee resistance in corporate changes?What kind of relationship lies between irrational ideas, what the mind interprets and resistance to change?

Argument and Opinionsindividuals cognitive processes constitute a determining factor in processes of organizational change.the failure of many change programs in organizations is precisely individuals resistance to the change

Explanation of ResistanceResistance as a natural and normal process generated by distorted beliefs or by individuals tendency to assess situations using extreme categories.

2. Resistance as the intention to resist, and analyzes resistance as the set made up of perception of the impact of change, of irrational ideas and of affect

3. Resistance to a negative emotional reaction activated by the inconsistencies and discrepancies between the cognitive schemes of individuals and those present in the proposals for change

From the cognitive point of view, three basic types of explanation of resistance can be identified.6

Cause and Effect of Employee ResistanceA huge impact of employee resistance in corporate change.Employees who resist change can actually cripple an organizationEmployee naturally rush to defend the status quo if they feel their security or status is threatenedOrganizational change can generate skepticism and resistance in employees.Role of Organization Any management's ability to achieve maximum benefits from change depends in part of how effectively they create and maintain a climate that minimizes resistant behavior and encourages acceptance and support

Drivers to influence Employee ResistanceWere they involved with designing the change?Do they know why the change is being made?Do they believe that the reasons for making the change are valid?Do they trust the senders of the change messages within the organization?How will the change impact them and their personal situation?

Conceptual Framework

Hypothesis SettingH1 : The higher the level of irrational ideas, the higher the level of behavioral resistance of change.H2: The level of emotion has an impact upon the association between irrational ideas and the level of behavioral resistance.

MethodologyLimitationVery limited sample size in context of number of organisation.The sample location extends to only government organization and the working environment is very different of governmental organization compared private organizations.Probability sampling would have been better.Outcome Change in their organization affects least moderately90%Not affected by the change2.1%Affected by a small amount8.2%Affected by a moderate amount20.2%Affected by a large amount32.2 %Affected by a great deal37.3%ConclusionOrganizational leaders need to ensure and communicate that input is received and valued, even if some recommendations are not implemented.In order to facilitate a smooth transition from the old to the new, organizations must be competent in effective change management.

Thank You Organization dont change. Its the people within the organization that change