Contents Amity School of Business

Module III: Leading and Managing Change

• Resistance to change, strategies to overcome
resistance
• Design Interventions: Human process
interventions, Techno structural interventions,
Strategic interventions, HRM Interventions,
• Steps involved in OD process.

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Resistance to Change
• Forms of Resistance to Change
– Overt and immediate
• Voicing complaints, engaging in job actions
– Implicit and deferred
• Loss of employee loyalty and motivation, increased errors or
mistakes, increased absenteeism
Two major factors determine the level of
resistance to organizational change :
• Degree of change.
• Impact on organization’s culture.
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Why Individuals resist change?

• Fear of the unknown.

• Lack of good information.
• Fear for loss of security.
• No reason to change.
• Fear for loss of power.
• Lack of resources
• Habit
• Economic factors
• Selective information processing
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Why organizations resist change?

• Threat to established resource allocations.

• Threat to established power relationships.
• Threat to expertise.
• Group inertia.
• Structural inertia.
• Limited focus of change.

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OVERCOMING
RESISTANCE TO
CHANGE-STRATEGIES

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Overcoming Resistance to Change

Education and
Communication Participation

Negotiation Facilitation
and Support

Manipulation
Coercion
and Cooptation

Promote Positive Attitudes Toward Change

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OD Intervention?

Refer to Class notes given

OD PROCESS Amity School of Business

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