Resistance As A Positive Tool

electrical resistivity As A Positive Tool1.1 psychiatric hospitalOrganizational modification is an inevitable challenge for organizations which exist in this warlike world and ever ever-changing environment. Therefore, it is important for all organizations ( mankind or private) to efficaciously manage switch. In the issue of swop management, the justification to throw is ack straightawayledge as universe a basic block to wobble, and a major(ip) reason that convert does not succeed or get implement (Mabin, Forgeson and Green, 2001). Any miscellany, no matter how obvious beneficial to melt downers and the organization, ordain be met with and often be sabotaged by foeman.In reality, many another(prenominal) an(prenominal) an(prenominal) people defend that foe is the last thing management wants during alter routine. In many instances, shield has powerd dramatic chaos and uncertainties which may bring the change into a disaster or worse collapsing the whole or ganization. That apology to change is negatively related to change out germ seems to be definitely confirmed. However, the al some by and large accepted axiom that people resist change has recently come under challenge (Jansen, 2000). Though, many theorists argon now trying to oppose to those fortresss much objectively, many still believe disgustful are everything nevertheless helpful.In create countries, resistance to change is inevitable phenomena, as massive as it is acknowledged there is hire for change i.e. re builds and restructuring the sectors and institutions, Local regimen reform of 2000, Public sector reform 2001 due to that this enquiry is concerned in seeing how the governments and institutions in Tanzania derriere be assisted to change their view concern with resistance from negative perspective to positive whiz.And how Malaysia as the one among developing countries passed by incompatible stages of development since their independence keep be used as a model and learning philia of the detective in her look.1.2 Statement of the problemAlthough it is a very a great freshet repeated discourse that change is unavoidable and organizations must change, the failures or clinical depression rate of success in change programs discloses the necessity of additional work on the subject of change management. According to statistics reported by jumper cable corporate reengineering practitioners, success rate of change management, in Fortune chiliad companies are quite below 50% (Strebel, 1996). adept may be given various causes for failures in change initiative merely in many studies, resistance has been one of the most salient elements of those unsuccessful attempts.Resistance to change is the most complex and intractable problems that face an organization today, in many developing countries ( Tanzania, Kenya, Nigeria) this phenomenon became widely practice in different forms such(prenominal) as reduction of outputs, absenteeism, tr ansfers requests, chronics quarrels, hostility and stock-still strikes which made managers and administrators in organizations to view resistance as an obstacle to successful executing of organizational change and even governmental projects and program .It has been observed that immediately after independence many developing countries particular Tanzania started reforms and restructuring their government by adopting different innovation such as development administration with the objectives of strengthen their economic, increase administrative competency and eradicate kind and economical problems. It is almost 45 years now since independence but changes have slowly taken place and most of the reforms are well good in document but implementation of the reforms Local government reform of Zanzibar which is the part of Tanzania is still in papers are very slow due to the resistance to change from employees.1.3 question ObjectivesTo find out positive role of resistance as being p art of change process.To assess to what extent employees accepting resistance to change as a productive aspect and rewarding point to the change itself.To examine how managers will gain utility from resistance to change of their employees.To help managers to find techniques that will encourages them to utilize resistance to change rather than pass it.1.4 Re seem questionsParallel to the diversity of arguments existed in the belles-lettres, enquiryer cullred to surface resistance by taking its both negative and positive aspects into consideration. In doing so, interrogationer want to emphasize the prepareive aspect of resistance which managers, employees and organizations in commonplace go off benefit during change processes. Under the light of this popular purpose, guiding questions of the research are constructed as followsWhat is the positive role of resistance to the change process?How far employees send away recognize resistance as productive aspects to the change itse lf?How managers will gain utility from resistance to change?What role does resistance play to the organizational performance?What will be the techniques that will encourage the managers to utilize resistance rather than overcome it?1.5 logical implicationThe purpose of this hit the books is to understand the role of resistance in the process of change management. The canvass will provide deeper soul of key factors in implementing change programs. By preservering to resistance, the researcher does not see resistance as a barrier that needs to be eliminated instead, she aim to understand the image of resistance in a wider scope and to identify crucial issues that empennage influence process of change in a positive way. In that way the study can be influential in scathe of minimizing failures or dissatisfactions in change programs.By studying the research objectives and research questions, the researcher hopes to bring a new perspective about resistant behaviors of employees du ring the change process. Understanding, describing and analyzing roots and symptoms of resistance can enable us to construct a roamwork to implement change programs to a greater extent successfully. Emphasis on resistance as well as brings the opportunity to use it as a rehabilitative tool from this perspective research believe that by highlighting the impressiveness of these activities, this research will be able to portray a comprehensive examination picture explaining the impact of leaders/managers in resistance management. Apart from in a higher place purposes the study will be capable of contributing to community by presenting logical arguments and providing new spaces for further research. Additionally, considering the implications of the research, it would also be a priceless microbe for government and institutions to locate different problems related to resistance and to take appropriate actions to handle them.1.6 Methodology and information CollectionThe ability to prefer a favourable method to research on a social reality possesses great importance in terms of determining the enough and reliability of result. For this reason, the methodology which research will employ in this intent has been chosen carefully to meet the requirements of an advanced study which is capable of achieving the study goal in conducting this research. In this section, the study will explain general features of the methodology that researcher will use in answering the essential question of the study.Selecting the methodology to study a social reality is wrought by the nature of problem that has been under question. Considering the various elements inherited in the concept of resistance and its complexity, research found it much more convenient to employ qualitative design rather than quantitative. Therefore, researcher will initially intend to reach first hand empirical data by investigating the issue on the field by conducting interview, distributing questionna ires and observation for the collections of data. The researcher will review the secondary sources such as books, journals, websites, and documents to collect data that will substantially provide the necessary cultivation.Qualitative methodology is a very broad discipline and basically refers to the research processes in which findings are obtained through non numerical or statistical techniques (Strauss Corbin, 1990). Its purpose is to reach an in-depth understanding about social realities and patterns create them. Three basic elements were identified in the qualitative methodology (Strauss Corbin, 1990, p.161)First data will be obtained through interviews, observations, analysis of documents and materials, second is procedures which are employed by the researcher to prise collected data and third is the final reports, in written form or verbal, which states the findings and implications of a study. Parallel to the essential aim of qualitative rise, in terms of understanding w hy and how of social realities, conducting a qualitative research usually necessitates small but focused examines to search deeply a given social phenomenon. Having considered the nature of our research question and the available of reading in the literature, the research has decided to use grounded approach in developing final theory for the management of resistance.1.7 Literature ReviewEven though the concept of resistance to change is not a new one, no consensus about its content and the slipway it is experienced has existed among the scholars who have studied it. The concept of resistance to change from the perspectives of some influential scholars in this field by starting to define the concept of resistance, describe factors contributing to resistance, managing resistance and different perspectives of resistance to change.According to Zander (1950), resistance is a behavior which is intended to defend an individual from the effects of real or imagined change (cited in dis figurement Goldberg, 1999, p. 34). On the other hand, Ansoff (1988, p. 207) defines it as a multifaceted phenomenon, which introduces unanticipated delays, cost and instabilities into the process of a strategic change. However, Piderit (2000) has classified the existing definitions in the literature by considering three main dimensions. Firstly she looks at descriptions which see resistance as a behavior, similar to definitions made by Zander (1950).It is imperative to prescribe that different authors have different definitions of resistances. further no matter how they organized their words, they commsolely linked resistances with negative employee attitudes or with counter-productive behaviors (Waddell Sohal, 1998). Resistance is caused by a number of factors. For example, individual factors, such as narrow-minded self-interest, fear of uncertainty, escape of confidence, habit and personality and organizational factors such as, lack of piece of landd respect and vision, la ck of coordination and cooperation, and different assessments and goals (Daft Noe, 2001 Mabin, Forgeson, Green, 2001).For different reasons, employee would use either overt slipway or covert ways to resist change (Recardo, 1995). Overt ways of resisting include sabotage, vocal opposition and agitating others. And covert ways includes cut output, withholding information, asking for more data or studies and appointing task forces and committees. Employees can also resist the change either aware or unaware, which refer to the motivation of sensitive (OConnor, 1993). When the resistances are unaware, employees usually do not picture that their behavior undermines the change. As a result, such unawareness resistances are more difficult to deal with.In Koopmans (1991) words, employees will resist any change at all cost. At the level of organization, resistance to change will not only block the implementation of organizational change plan, but also cause financial loss. Finally, orga nization cannot survive in this changing environment. At the level of individual, resistance can cause great nervous strain and bad feeling (OConnor, 1993).As a result, resistance is understood as the enemy of change, the opponent which causes a change effort to be draw out by factional dissent and in-fighting (Waddell Sobal, 1998). Resistance has also been regarded as one of the causes of the conflicts that are undesirable and detrimental to organizational health (Waddell Sobal, 1998). Even though some scholars did not oppose the positive aspect of resistance, they consist to cope and claimed that resistance in general is a roadblock that must be removed (e.g. Umiker, 1997). Under this perspective of change, a successful change is delimit as a change that is met with little resistance (Mabin, Forgeson, Green, 2001).Resistance is viewed to be problematic, which should be managed and overcome to ensure the success of change. And the inability of employers and managers to cope with employee resistance can destroy organizations and careers (Umiker, 1997). Maurer (1996) pointed out that people with negative perspective of resistance usually employee win-lose thinking and assume that their way is the right way. Their mind is blocked by such assumptions and they believe resistors must be persuaded or coerce to go along. So the way managers often used is to resist the resistance by using power, applying force of reason, ignoring the resistance or making deals with resistors. The results of resisting the resistances are disappointing. Such approach is unable to eliminate the resistance but causes more problems. Finally, the chance of the failure of organizational change effort can be increased. When the word resistance is mentioned, one tends to ascribe negative connotations to it. This is a misconception. (Hultman, 1979, p. 54). Resistance is a complex, multi-faceted phenomenon that is caused by a variety of factors, and people do not resist change per se, ra ther they resist the uncertainties and potential outcomes that change can cause (Waddell Sohal, 1998).However, some scholars started to considerd that resistances also have a number of advantages and suggested treating resistance as a useful tool in an organizational change effort. When resistances are managed carefully, these advantages can be utilized to support the change. (Mabin, Forgeson, Green, 2001 Maurer, 1996 Waddell Sohal, 1998). In hallow to justify this claimed, Waddell and Sohal (1998) listed several advantages of resistance that can be utilized. (1) They believe that resistance could be seen as feedbacks to the change and points out the fallacy. (2) Resistance can also be a force to balance the pressure from external and home(a) environments against the need for constancy and stability and influences the organization to greater stability. (3) An influx of competency is another contribution of resistance because individual could gain sufficient motivation when the y feel dissatisfaction with status quo or future states. (4) Resistance encourages or forces the search for alternative methods and outcomes, which keeps the organization changing. Therefore, in general, it important to argue that resistance can be useful in learning how to develop a more successful change process if it is considered as a source of information (Pardo del Val Fuentes, 2003). These advantages overturn the traditional definition of successful change and urge a re-evaluating the classical understanding of resistance. Notwithstanding what kind of attitudes these authors hold toward the resistance, most of them took a modernist perspective (Ford, Ford, McNamara, 2001 Gergen Thatchenkery, 1996).Scholars with modernist perspective believe that individual rationality is the major source of human conducts. If we want to gain dominion over the future offbeat of the organization, we need to unlock the secrets of individual rationality (Gergen Thatchenkery, 1996, pp.142). W ithin this perspective, there is only a concrete organizational reality, an objective world, capable of empirical study (Eastman Bailey, 1994, cited in Gergen Thatchenkery, 1996). And the responsibility of the organization scientist is to isolate variables, standardize measures, and assess causative relations with the organizational sphere (Gergen Thatchenkery, 1996, pp.187).Assumption of empirical knowledge cause most scholars believe that every person attached with the organization share the same objective and homogeneous reality, and assumption of rational agency drives the scholars to the research direction of seeking the sources of resistance accurately and finding the appropriate strategies to deal with that source (Ford, Ford, McNamara, 2001).Traditionally, one can argue that researchers study the resistance found on the assumption that individuals treat the change as a threat. But studies done by Hoag, Ritschard, and Cooper (2002) have shown that staffs often see the n eed for change and are concerned to just do it. They conducted interviews with some employees in a public institutions and found similar phenomena. However, the intended change of that public organization still proved ineffective. This study suggests that due to different realities in the eyes of different employees the probability of resistance can be higher.1.8 Chapters and sections of the researchThe research expected to have five chapters and different subsections as followsChapter One Introduction of researchIntroduction of the problemStatement of the problem query objectivesResearch questionsSignificance of the studyChapter two Literature Review comment of resistance to changeFactors contributing to resistance to changeManaging resistance to changePrevious research on resistance to changePositive approach of resistanceDiscussion of literature reviewChapter Three Methodology and selective information CollectionResearch designArea of the studyPopulation and sampleSample techniqu esData collections instruments ( interview, questionnaires and observation)Data analysis techniquesChapter FourConceptual frame workChapter Five data analysis, findings and interpretationData analysisData finding and presentationDiscussion of dataChapter Six Conclusion and testimonyConclusionRecommendationBibliographyAppendix1.9 Proposed schedule of activitiesActivityDate lengthInitial data collection and preparation of research proposaltwenty-first November 2010 27 March 201116 weeksPresentation proposal and defensetenth APRIL 2011-15TH MAY 20115 weeks debut of chapter one and amendmentsfifth June 2011- 26th June 20114 weeksData collection and initial fieldwork in Zanzibar10th July 2011-9th October 201113 weeks long-suffering of chapter two and amendments30TH November2011- 15 January 20127 weeksSubmission of chapter three and amendments5th February 2012- 25th March 20127weeksInterview an field work in Malaysiaeighth April 2012- 6TH May 20124 weeksInterview and field work in Zanzi bar27TH May 12TH August 201212 weeksData figuring and analysis2nd September 30th September5 weeksSubmission of chapter four and amendments21october 2012- 9th December 20128 weeksSubmission of chapter five and amendmentSubmission of chapter sise and amendments30th December 2012-17 February 201310 March 2013- 5TH May 20138weeks8weeks data format and proof reading and final editing26th May 2013- 21 July 20138weeksSubmission of thesis4th August1 day