Resistance To Change In Organizational Development

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Resistance to change in Organisational Development The aim of organisational development process is to bring change in order to enable growth and increase the effectiveness of organisations. The challenge is that clients might resist this change. Resistance to change can be defined as the act of opposing or struggling with modifications or transformations that alter the status quo within the workplace (Heathfield, 2015). Caneda and Green (2007) further define it as the emotional and behavioural response by the affected employees to actual or imagined threats that may be caused by the change to the established work routine. Boohene and Williams (2012) state that the resistance to organisational change can be one of the impediments to organisational…show more content…
Furthermore, resistance helps in justifying why development or change is necessary. This enables the stakeholders to slow down, prioritise, strategise, and involve everyone affected or concerned in the development by listening and gathering feedback since most people resist development because they do not understand the necessity of the…show more content…
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