Resistance to change is sticking to the old practices and failing to recognize emerging trends. Often resistance is as a result of misinformation. The recipient has the wrong perception of the intended changes. It may also be as a result of lack of appropriate information. The best solution in regards to these scenarios is educating the recipients. That way, they are more susceptible to change and more likely to accept change. In the scenario of an organization, where the initiators of change lack all the information to enable changes, the initiators should involve the employees. Subsequently, employees are more likely to adapt to such changes. This kind of approach lowers dissent and promotes harmony in an organization.
Kotter opines that people who resist change are enemies of development. Resistance to change may be justified as it may involve resistance to changes that lead to compromise of standards and societal morals. Therefore, resistance at times is necessary. Change may lead to a compromise of transparency consequently making the system of an organization loss of revenues through embezzlement.
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In instances where a group has considerable power to resist, and the resistance is more likely to have a detrimental effect on the organization, to combat the resistance, the organization should offer incentives. Incentives are aimed at buying out cooperation. Such persons may also be sent on leave, early retirement in case they do not change their stand. Kotter believe is that not all person will embrace change. Consequently, such stands can have detrimental consequences to the organization and therefore, the management often has to find alternative ways.
In conclusion, systems should be dynamical and open to change. However, they should be rigid enough to secure good practices like transparency.
