Ways That People Resist Organizational Change
Dr. Jeffrey Ford of Ohio State University, Dr. Laurie Ford of Critical Path Consultants and Robert McNamara of Compliance Landmark Education Corporation divide resistance to organizational change into three broad categories. These categories are: complacent, resigned and cynical attitudes by members. Another view of resistance categorizes individuals as either active, passive or compliant. Ultimately, the placement of the organization's members into these groups will depend upon their past experiences with change.
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Complacent Resistance
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Complacent resistance is based upon the belief that past practices have been sufficient and there is no need to change. Along with the expression of the belief in past practices. members engaged in complacent resistance may exhibit behaviors that include avoidance, procrastination and withdrawal. This resistance is the least obvious of the three types.
Resigned Resistance
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Members who exhibit resigned resistance show behaviors that include hopelessness, despair, apathy, depression, sadness, listlessness and depression. The resigned member will show a lack of motivation and make half-hearted attempts at the change-related tasks. These members may deny their resigned attitude and try to avoid change. These members will claim an inability to implement the changes and wait for someone else to take the necessary actions.
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Cynical Resistance
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Cynical resistance is based upon either first-hand experience with change or tales of failure related to change initiatives. The cynical member will assign blame for failure of change to external factors outside of his control. Failure is attributed to deficiencies in others, such as deceit, betrayal, failure to meet their obligations, incompetence or laziness. Cynical members express a distrust of anyone who supports change. Failure of a change initiative is perceived to support the cynical view.
Active, Passive and Compliant Resistance
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Dr. Mason Carpenter from the University of Wisconsin at Madison and Drs. Talya Bauer and Berrin Erdogan from Portland State University note that organizations must change in order to survive in varying conditions. Yet, resistance to change is common. Ways that members of an organization resist include active, passive and compliance. Members exhibiting active resistance may be vocal in their criticism and make efforts to cause the change to fail. Members showing passive resistance will exhibit little visible resistance. Instead, they will internalize their feelings, which may include stress and depression. Such members may look for a new job. Members showing compliant behavior will go along with the change with little enthusiasm.
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