Failure category | Description | Source |
Lack of knowledge about the future state | · Is the lack of knowledge about the future state, as change is a journey into the unknown. · Fear of the unknown (uncertainty). | |
Dysfunctional organizational culture | · Values, norms and behavior restrictions do not support development. · Organizational culture becomes dysfunctional driven by cultural change forces. | |
Bad management and poor leadership | · Too many activities without prioritization. · Interests/target conflicts of the parties involved or no clear objectives. · Lack of support from the line management. · Lack of commitment from the management board. · Paralysis of the organization due to persistent reorganization. | |
Disregarded human integration | · Employees may experience negative emotions such as anger and insecurity. · Lack of participation due to top-down steering. | |
Resistance (dissenting actions that can slow, oppose, or obstruct a change management effort) | · Listlessness, opposition, discomposure. · Evasion, arguing, open criticism. · Spreading negative words. · Reluctant compliance and delaying or misguided application. | |
Cynicism (form of self-protection from the part of the employees in the face of ambiguous or disappointing events) | · Unsuccessful attempts of change decrease in trust in the agents of change as apathy, resignation, alienation. · Lack of hope, lack of trust in others. · Suspicion, disillusion. · Low performance. · Interpersonal conflicts, absenteeism, and exhaustion. | |
Resignation | · Feel they have lost control over a situation and as a result have accepted the current state of affairs. · Result of sustained or continual change processes. · Past experiences can influence an individual’s current expectations of their ability to influence a situation (self-efficacy). · Helpless person expects that active behavior will have no effect on the outcome. · The impairment that learned helplessness has on negative learning processes. · Feelings of helplessness, sadness, hopelessness and even fear can take over when one believes that their actions are futile, and they are at the mercy of the world. · Perceived loss of control, security, or status. · Fear of failure. | |
Value system | · Organization may have different views on the values being promoted can create tension and further complicate the process of change. | |