xxv) Team Members' Resistance
Resistance from managers may stem from fears related to
. Loss of power and authority ‐ hence a total loss of control
. Giving up specialised knowledge to others
. Their future place in the organisation
. Losing some or all of their income
. Having to learn new skills to coach rather than manage
. Moving out of their comfort zones
. Loss of status and social standing
. A drop in the organisation's performance
. Not receiving the right support from above
. Self-managed work teams being a temporary fad
. General apathy about everything except their own positions
. A lack of faith in the ability of workers
Team Members' Resistance ‐ they have fears which include
|
. Moving out of their comfort zone . Managers not being trustworthy . Personal lack of skills to handle change . Loss of job . Loss of security . Loss of income . Having to learn the new skills . Pressure to deliver a performance . Impact on family and social life . Management not changing . A lack of openness and transparency . Finding a team to fit into . Ego problems . Further lack of trust in employees . Fear of appraisal by fellow workers |
. A long and tedious change process . Resistance from older workers . Dead-end career paths . A lack of direction . Little support training . Failure to see future benefits . A loss of bargaining power . Union movement resistance . Vetoing of team decisions . Confusion of work roles . Higher workloads . Bad attitudes . Additional costs . Drops in safety standards at workplace |
