The Resistance to Change

On the first day, any class can choose your favorite seat. The next day, everyone decided to sit on the same seat the day before. On the third day, when a person entered the classroom, I realized that someone was sitting in my seat. The feeling of losing balance feels uncomfortable in the rest of the day. Then the following question arises: "Why is this occurring?" Yukl said, "resistance to change is a common phenomenon in individuals and organizations (Yuki, 285)."

One of the focus of this survey is resistance to employee change. Changes are common in organizations, resistance to change is equally common. There are several types of resistance that may change. Understanding these different types will help you understand how to reduce resistance and promote compliance. The models used to analyze the resistance to changes in employees may be discussed at various organizational levels, such as organizational resistance, group level resistance, individual level resistance (George et al., Nd ). Tissue resistance

Why do we resist change? Whether we are keen on different things is not a problem; we all seem to have the ability to resist change. One of the areas we often encounter the greatest resistance is our healthy habit. What is the reason for us to feel this resistance? I believe there is some driving force for this resistance. But there are ways to overcome and have better health habits! Fear of unknown ones. This is a big part of the resistance to change. Even if we do something, we may not get the results we wanted; at least we know what will happen. This resistance is part of our protection mechanism. However, if you allow it, problems will arise. One of my customers recently said that they "do not know" whether they are willing to choose healthier foods, so they said that they did not want to try more healthy options .

Resistance to resistance change to manage change can be positive or negative. Resistance to certain changes may be constructive if it causes management to reconsider the problem, reassess the alternative and negotiate with stakeholders. And look for a better solution. However, continuous resistance certainly has a negative effect and must be dealt with effectively. John Kotter and Leonard Schlesinger (1979) argue that the six ways to manage resistance to change are as follows. Education and communication Education and communication involves communicating the reasons and logic of the proposed change to individuals and groups. It may be most needed when the information about the subject is clearly lacking, or when it contains some inappropriate or incorrect information. This technology consumes a lot of time and money, but it can accept not only the change but also convince the people. But to help you do it