Situation 10

Types of cultural barriers that can create resistance to change:

- Values and beliefs

When looking into values and beliefs, it is important to know that often barriers may be religious in nature but may also be secular, relating to work ethic, competition, and pride. Beliefs and values differ from person to person so it is hard to categorize what is and is not a cultural norm within a group. It is advised that a change agent make him or herself aware of the values and beliefs of the community in which the changes are meant for.

Change agents need to be aware of how they introduce changes so that they are doing it in ways that achieve their goals while minimizing disturbance with the values and beliefs of the change clients.

By making change appear less threatening to established beliefs and values, the change agent can create a change that reduces the risk of resistance.

- Cultural ethnocentrism

Cultural ethnocentrism can be seen from two sides: the side that has the change agent projecting his or her culture as superior though the change efforts, or from the side of the client who views his or her culture as superior in response to the change being implemented. This can lead to an “our way is better than yours” turf war.

Most of the problems that arise from cultural ethnocentrism can be avoided or resolved by involving the clients throughout the change process. A wise change agent should also be aware of the language used in presenting a change so that it may avoid words and phrases that promote a certain identity. Change should be universal and appealing to cultures and, in a sense, would do well to be blind to bias.

- Saving face

The advantages of change can be seen differently between parties due to how the change impacts each party member. Sometimes change is seen as something good replacing something that is bad and that might not necessarily be the case. Replacing something good with something better may be viewed by change client as an attack on themselves and how they perform a duty.  When taken personally, it would be natural for someone to resist the change and defend themselves.

When encountering resistance in the form of saving face, it is advisable to be aware of how you are presenting the change. By presenting the improved benefits of the change and not focusing on how it is a replacement, or making it a comparison between a good and bad system, a change agent may be able to alleviate any doubts or worries that come from the client. In approaching the situation in a non-comparison way, a change agent may create a win-win situation where a change can be implemented in a way that allows those who are skeptical of the change for personal reasons to adopt the change without embarrassment and fear of ridicule.

- Incompatibility of a cultural trait with change

The most common cultural barrier, incompatibility of a cultural trait with change is also one of the hardest to resolve. This barrier involves making a change that goes directly against the established cultural norms of a group or institution, and even if the clients know it is a better choice, it is hard for them to accept it.

Resolving a conflict that results from Incompatibility of a cultural trait with change must be made in a way that makes the offer beyond worthwhile. A large offering or compensation can be the carrot that drives a change initiative through an issue of incompatibility of a cultural trait with the change. In asking a lot, sometimes a change agent has to give a lot.