Employee Resistance to Change in Librarianship: Understand and Adapt

Change is a constant in the world we live in, and the library sector, like any other, is no exception. Librarianship is a dynamic field that encompasses various areas such as collection management, cataloging, technical services, acquisitions, reference, serials, interlibrary loans, classifications, information policy, and law. These rapidly evolving areas are driven by technological innovation and shifting user needs. However, as we witness these changes, it is not uncommon to experience resistance from employees. This article aims to explore the reasons behind such resistance and discuss effective strategies to manage change in the context of librarianship.

The Nature of Human Resistance to Change

It is human nature to resist change, whether it brings improvements or not. Change often means adapting to new methods and learning new skills, which can be daunting. In librarianship, as in any other profession, continuous learning and adaptation to new technologies and practices are crucial. The resistance can manifest in various ways, including:

Lack of Familiarity: Employees may feel uncomfortable with new systems or processes that replace familiar ones. Fear of the Unknown: Anxiety about the outcomes of change and uncertainty about one's ability to cope with it. Resistance to Learning New Skills: There may be a reluctance to invest time and effort in learning new skills that are deemed unnecessary or not immediately beneficial.

Factors Contributing to Employee Resistance to Change in Librarianship

Employee resistance to change in librarianship is multifaceted and influenced by both individual and situational factors. Here are some key considerations:

Individual Factors

Comfort Zones: Employees may feel more secure when working within familiar routines and may resist changes that disrupt this comfort. Experience and Confidence: Those with less experience or confidence may find it harder to adapt to new systems or methods. Motivation and Attitude: Positive attitudes towards change can foster openness to new ideas, while negative attitudes can lead to resistance.

Situational Factors

Communication and Clarity: Lack of clear communication and understanding of the reasons for change can generate fear and mistrust. Support and Resources: Insufficient support or resources to implement changes can result in frustration and resistance. Impact on Job Security: Employees may fear that changes will negatively impact their job security, leading to resistance.

Examples of Change in Librarianship

To better understand the resistance to change in librarianship, let's explore some specific examples:

Transition from Traditional Cataloging to MARC Records

One significant change in the library industry is the transition from traditional card catalogs to MARC (Machine-Readable Cataloging) records. While MARC records offer more flexibility and accessibility, the process of converting all card catalogs to digital records requires extensive work and investment. Many librarians initially resisted this change because it involved learning new and complex systems, which could be overwhelming.

Shift to Digital Collections

The shift to digital collections, especially in the context of remote and online learning, has been another major change. While digital collections offer greater accessibility and efficiency, they require librarians to adapt to new tools and techniques, such as digital rights management, repository collections, and interoperability standards. Librarians might resist this change due to a lack of familiarity with these new technologies and the associated complexity.

Strategies to Manage Employee Resistance to Change in Librarianship

To effectively manage resistance and promote a culture of change, libraries must take a proactive and inclusive approach. Here are some strategies:

Clear Communication and Change Management

Ensure that all employees understand the reasons behind the changes and the benefits they will bring. Provide clear and consistent communication about the changes, including timelines, training, and support.

Leadership and Support

Leaders should lead by example, fostering a positive and supportive environment. Providing training and resources to help employees adapt to new systems and technologies can help ease the transition.

Engagement and Involvement

Involve employees in the change process. Seek their input and feedback to ensure that changes align with their needs and expectations. This can help build a sense of ownership and commitment among employees.

In conclusion, while resisting change is a human trait, understanding the reasons behind this resistance and addressing it proactively can help ensure a smoother transition. In the dynamic field of librarianship, embracing change is not just necessary, but essential for growth and innovation.