KEY CONCEPTS.
a) driving force
b) restraining force
c) sources of resistance
d) strategy to reduce resistance.
Focus on sources of resistance and srategy to reduce resistance to change.
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As a manager, why learn about change management ?.
- learn how to manage changes in organization so that organizational goals can be achieved.
As a manager/leader, to manage change, we need to know if the situation at work
will support change (ie is driving forces greater than restraining forces),
if not prepare for change (identify the sources of resistance that causes restraining force to increase.)
then make the change.
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Is the situation ready ? : Lewin : field force analysis. Example.
(if you can't read, refer to : http://www.mindtools.com/pages/article/newTED_06.htm)
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Driving forces: factors/situation/events/things/demographic etc which force change to take place.
EXAMPLE :
- change in demographic : Singapore population is ageing very fast, the facilities (eg bus need to be changed to allow older people to board and disembark. (Yes, I saw this when I was in Australia. Bus driver driver can't speed off from each bus stop.)
- customer wants smartphones - if a phone manufacturer does not make smartphones model, it will ????? close down lah.
Restraining force: factors/sitatuation/events/things/people/government etc which prevent changes, oppose changes, do not support changes to take place.
EXAMPLE :
A company wants to expand or ramp up production (change), but can't find skilled workers (restraining force.)
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WHAT DIFFERENCE BETWEEN RESTRAINING FORCE AND RESISTANCE ?.
Restraining force : can be due to NON PEOPLE : situation, govt policy etc or PEOPLE.
Resistance : arises from people, people behaviour. Why people resist change ? - fundamentally, when they don't benefit from the change, they will not support it.
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6 sources of resistance (arise from people/system structure) :
.1) Saving face
. 2) Direct cost.
. 3) Fear of unknown
4) Incongruent Team Dynamic
4) Incongruent Team Dynamic
5) Incongruent Organisation system
6) Breaking routines
6) Breaking routines
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6 sources of resistance (arise from people/system structure) : Elaboration.
1. a) Saving face
EXAMPLE : Ah Long has just graduated and gotten a job as event executive (through his uncle's friend contact.) Ah Long reports to Ah Short, the manager with 10 years experience.
Ah Long is new and excited and immediately suggest to Ah Short to make changes to the ways events are communicated to staff via facebook instead of phone call.
Good idea, will save the company tons of money/time.
Ah Ah Short refuse to implement the change because the owner might think he is incompetent, not creative and resist the request to change.
thThis is called "saving face" .
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2. b) Direct cost.
When is change is made and the staff welfare (cost) etc is impacted negatively eg : lower commission, lower pay, longer working hours etc. The staff will not support the change.
Example :
In your company, the management has been promoting staff based on seniority and qualification.
Mr X has been working in the company for 20 years now and due for a promotion (and a big fat pay raise.)
A new hotshot manager, Mr Y came in (graduated from Republic Poly) and decide that staff will now be promoted based on performance and qualification.
Mr X will be affected because he has been social loafing at work (and thus did not perform) and did not graduate from poly.( because he was social loafing during projects and presentation).
Mr X will not receive a promotion (direct cost) and no pay raise (direct cost).
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Example :
In your company, the management has been promoting staff based on seniority and qualification.
Mr X has been working in the company for 20 years now and due for a promotion (and a big fat pay raise.)
A new hotshot manager, Mr Y came in (graduated from Republic Poly) and decide that staff will now be promoted based on performance and qualification.
Mr X will be affected because he has been social loafing at work (and thus did not perform) and did not graduate from poly.( because he was social loafing during projects and presentation).
Mr X will not receive a promotion (direct cost) and no pay raise (direct cost).
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33) Fear of unknown (key word : don' know what will happen.)
When there is change and the staff does not know what will happen to them /their work/their colleagues etc.
Example.
v Student Z is used to presenting in meeting 3. He will come in at 1.45pm, bullied his team mates to give him one slide to present, usually he present the content slide or the problem summary slide.
The stand in faci announced that the team will switch presentation. Also, the slide to be presented will be randomly selected based on a random generator app.
Student X is unhappy with the change because he doesn't know how he will be graded and if he will still grade his usual grade of A, He doesnt know if he can present as well as in previous lessons.
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Example.
v Student Z is used to presenting in meeting 3. He will come in at 1.45pm, bullied his team mates to give him one slide to present, usually he present the content slide or the problem summary slide.
The stand in faci announced that the team will switch presentation. Also, the slide to be presented will be randomly selected based on a random generator app.
Student X is unhappy with the change because he doesn't know how he will be graded and if he will still grade his usual grade of A, He doesnt know if he can present as well as in previous lessons.
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4 4) Incongruent (not aligned) TEAM Dynamics.
R Resistance arise from change in the team dynamic.
eg the change proposed may force the team to break up, or include new team members or change the way the team has been working (ie the norm). So the people affected will resist.
Example :
You have been going out for lunch with your colleagues together (norm). Everyone gets along well.
T The new manager joined and set up a new rule that during lunch hours, the service counter must be maintained by at least 2 staff.
Now you and your colleagues cannot lunch together a group, as 2 of you need to man the service counter. You and your colleagues may resist the change to the norm.
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Example :
You have been going out for lunch with your colleagues together (norm). Everyone gets along well.
T The new manager joined and set up a new rule that during lunch hours, the service counter must be maintained by at least 2 staff.
Now you and your colleagues cannot lunch together a group, as 2 of you need to man the service counter. You and your colleagues may resist the change to the norm.
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55) Incongruent Organisation systems :
When change is made to system like career path, rewards, power, communication system, influence etc. and the people are affected, they will resist.
EXAMPLE 1 :
I Currently, you are an IT development manager at A1 mobile app company.
Your team is rewarded based on the number of apps developed by the team in a year.
The new manager studied about social loafing and he wanted reward the staff based on individual effort.
However, the mobile apps are still developed based on team effort, as the apps are complex and unlikely one person can do the full app development.
The staff are unhappy with the change, because there is congruency in the system. Staff have to work together as a team but is rewarded individually.
EXAMPLE 1 :
I Currently, you are an IT development manager at A1 mobile app company.
Your team is rewarded based on the number of apps developed by the team in a year.
The new manager studied about social loafing and he wanted reward the staff based on individual effort.
However, the mobile apps are still developed based on team effort, as the apps are complex and unlikely one person can do the full app development.
The staff are unhappy with the change, because there is congruency in the system. Staff have to work together as a team but is rewarded individually.
6 6) Breaking routines.
Human are habitual creatures. When the habit they have formed over times or are comfortable with will be changed/broken, they don't like it and will resist.
Example :
S Supposed you work part time at an Starbucks, and have been assigned permanently on weeknights. The new manager wants to change your shift to weekend. You may resist it, because it is breaking your routines of sleeping in on weekends.
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STRATEGIES to reduce resistance to change.
6 strategies to reduce resistance to change (and therefore weakening restraining force) : (in order of preference).
1. a) Communication :
c communicate the change needed, why the change is needed, how it will benefit the staff and persuade them to change along.
co
b) LearningProvide staff with training so that they can be comfortable with the change (in process, system, operating new equipment etc).
3. c) Employee involvement.
Ge Get employee involved in discussing about change, suggestion for the change or lead the change in some ways. When people feel they are consulted, they are more supportive of the change.
4. d) Stress management
W When the change causes stress, help employees to manage the stress, learn how to destress etc.
5. e) Negotiation
Ne Negotiate with the staff on the change, what to change, how to change, when to change.
e Example : when to change : ie the time frame and schedule so they can be comfortable, maybe the change can be slow down or done in phases etc.
6. f f) Coercion
f Force the change (based on legitimate/coercive power) Or threaten with punishment etc.
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How can you recognize resistance to change. ie the behaviour of the people who resist change :
Exit
- they quit if they re not happy or can accept the change.
Voice
- some will voice out their resistance.
Loyalty
- some just tag along and hope for the best.
Neglect
- some silently protest, do their job grugdlingly or does not performance to par.
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Philosophically :
GOOD to know. (Not related to UT.)
Change is the only constant.
Nothing is permanent.
Even things we perceived as permanent, change with time.
The shoreline seems the same, but it changes with each wave.
You think you are the same, but every second cells are growing and dying and being replaced. Research seems to indicate that our body cells are replaced every 7 days.
Gandhi said : "If you want to change the world, change yourself."
CHANGE yourself, before you are changed !.
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