Which scenario describes an example of passive resistance to attempts at organizational change?
A worker wants to change, but the worker does not know how to adapt current methods to the business vision and so continues to follow old methods.
This scenario illustrates passive resistance because the worker's inability to adapt results in a lack of compliance with new policies, despite a desire for change. The reluctance to abandon old methods reflects a passive form of resistance rather than overt defiance.
This choice describes a proactive approach to managing change by addressing employee concerns and resistance. The manager's strategy aims to reduce resistance through communication and modified vision, which does not exemplify passive resistance.
This scenario depicts an authoritarian stance rather than passive resistance. The executive's refusal to engage with dissenting employees reflects active resistance to opposing views, undermining an open dialogue about the change initiative.
While this choice shows resistance, it is more of an active form of dissent. The employee is openly rejecting the policies due to frustration with communication, contrasting with the passive nature of the worker who wants to change but is unsure how to proceed.
While this choice shows resistance, it is more of an active form of dissent. The employee is openly rejecting the policies due to frustration with communication, contrasting with the passive nature of the worker who wants to change but is unsure how to proceed.
Passive resistance manifests when individuals may desire change but feel incapable of adapting to new expectations, leading to continued adherence to outdated methods. In this case, the worker's struggle to align with the business vision exemplifies a lack of active opposition, highlighting the nuanced forms of resistance that can arise during organizational change. Recognizing these subtleties is crucial for effective change management.
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