Coaching and Mentoring: Using Motivational Interviewing to Facilitate Change

Hymans, Michael

doi:10.4324/9781315168562-10

Cited by 1 publication

(2 citation statements)

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“…In the context of interaction with the progressively dynamic economic, technological and social environment, organizations depend on the ability of their employees to adapt to changes [2]. Employees are recognized as the most important resource of any organization, and the failure of an organization is a failure of people [3]. Therefore, the issue of RC continues to be at the centre of attention.…”

Section: Introductionmentioning

confidence: 99%

“…J. Hollander and R. Einwohner believe that the concept of resistance always includes the opposition. For decades, most studies on this topic considered RC not from an individual but an organizational standpoint [3]. In general studies of D. Buckenug and S. Piderit [4] it is indicated that recently some researchers, considering the existence of different definitions of RC and related phenomena (cynicism with regard to organizational changes), have been trying to create a more holistic approach to the way a person and an organization treat change [5].…”

Section: Introductionmentioning

confidence: 99%

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Connection Between Resistance to Organizational Change and Psychological Resistance of an Individual

Prib¹,

Gromova²

2019

J. Intellect. Disabl. Diagn. Treat.

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Resistance to organizational change as a facet of psychological resistance of an individual is a widespread phenomenon through which countries, organizations and individuals suffer significant losses. The increasing amount of articles and scientific papers researching the phenomenon of change resistance published for the past 50 year serves as an indicator that the problem of people resisting the implementation of change has not yet been fully studied. Yet the relevance of the issue is far from decreasing as companies keep sustaining considerable losses with the desired changes failing to be implemented as suggested by multiple studies. We believe there is an insufficiently researched aspect of this issue. The purpose of the article is to establish a clear connection between resistance to organizational change and psychological resistance. We believe that such a connection attesting to change resistance being a psychological phenomenon will shift the focus of future research from the organizational or managerial standpoint to viewing change resistance in a psychological dimension. A thorough analysis of previously conducted studies serves as a basis for revealing commonalities between the reason for change resistance and psychological resistance. A chart representing own classification of the reasons for change resistance and psychological resistance illustrating the similarities of the two phenomena can be found in the article. The present study further explores the connections of various strengths that can be seen between the two phenomena and proposes a summary spreadsheet demonstrating the research findings. The article concluded a comparative classification of the reasons for PR and RC appearance, it was stated the connections differ in terms of strengths and permanence.

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Section: Introductionmentioning

confidence: 99%