Kotter and Schlesinger's Reasons for Resistance to Change

• What are the four reasons for resistance to change suggested by Kotter and Schlesinger?

  • Self-interest (fear of loss)
  • Misunderstanding and lack of trust
  • Different assessments of the situation
  • Low tolerance for change (fear of the unknown)
• Why may employee's self-interest lead to resistance to change?

  Employees may resist change if they believe it will negatively impact their job security, salary, status or power
• Self-interest being a resistant to change is a fear of what?

  Loss
• Why does misunderstanding and lack of trust lead to resistance to change?

  Resistance occurs when employees do not understand why change is happening or do not trust management
• If there is misunderstanding and lack of trust from employees then what can occur?

  Poor communication can lead to false rumours or misinformation
• What is an example of misunderstanding and lack of trust resisting change?

  A new IT system may be perceived as too complex, leading to reluctance if employees are not properly informed
• What does it mean by different assessments of the situation resisting change?

  Employees may see the change differently from managers, believing the risks outweigh the benefits
• What is an example of different assessments of the situation resisting change?

  A company reducing customer service staff to cut costs may seem efficient to managers, but front-line employees may argue it will harm customer satisfaction and retention
• What does it mean by low tolerance to change being a resistor to change?

  Some people naturally struggle with uncertainty and prefer stability
• Low tolerance to change is a fear of what?

  The unknown
• What is an example of employees having low tolerance to change which resists change?

  A business restructuring may create anxiety among employees unfamiliar with the new system