Whether in the data-gathering, feedback, or implementation phase in the change process it is likely to experience employee resistance to change. The following resistance to change scale was “designed to tap an individual’s tendency to resist or avoid making changes, to devalue change generally, and to find change averse across diverse contexts and types of change” (Oreg, 2003, p.680). Complete the scale yourself, then answer the discussion questions at the end.
Listed below are several statements regarding one’s general beliefs and attitudes about change. Please indicate the degree to which you agree or disagree with each statement by selecting the appropriate number on the scale next to it. (See Attached)
Describe yourself as you generally are now, not as you which to be in the future.
Describe yourself as you honestly see yourself in relation to other people you know of the same gender
and roughly same age.
Scoring
Items 4 and 14 need to be reverse coded (i.e., if you scored 6, you will reverse code it into 1). The resistance to change score is the mean of 17 items (after reversing the socres of items 4 and 14). The scale also comprises the following four subscales.
Routine Seeking (items 1-5): This factor describes the degree to which the participant incorporates routines into life.
Emotional Reaction (items 6-9): These items describe emotional reactions to imposed change.
Short-Term Focus (items 10-13): This factor describes “the immediate inconvenience or adverse effects of the change” which illustrates “resistance that arises in spite of one’s awareness of the potential long-term benefits involve in the change” (Oreg, 2003, p.682).
Cognitive Rigidity (items 14-17): This subscale “contains items that address the ease and frequency with which individual change their minds” (Oreg, 2003, p. 682).
Reflection Questions:
1. What is your resistance to change score?
2. Which subscale has the highest score?
3. To what degree do you prefer routine over change?
4. How would you describe your emotional reaction to change?
5. Do you have a negative response to the short-term impact of change even when you see the long-term benefits?
6. How easy is it for you to change your mind?
7. How may you use this information in the change process?
Book:
Deszca, G., Ingols, C., & Cawsey, T.F., (2020). Organizational change (4th.). Thousand Oaks, CA: Sage
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