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Strategie per superare resistenze

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    FAISAL A.
    YE
    FAISAL A.

    Managment ,Supervisors and every division that includes employees should maintain contributions in ideas& Decisions to over come Resistors and failure in every form.

    Daniel S.
    HT
    Daniel S.

    These strategies are very serious but they are very useful to know how to deal with resistors.

    Ralna S.
    US
    Ralna S.

    Are there any alternative strategies, or extra steps that you could take to overcome resistors?

    Muhammad Fazal S.
    PK
    Muhammad Fazal S.

    Education of employees and conversation one of best ways to overcome resistance to change is educate people.

    Koech K.
    KE
    Koech K.

    Once the 'resistors' have been recognised and understood, then management may proceed to find solutions and to put into place strategies to overcome these 'resistors' or to limit their negative impact(s) on the organisation. These strategies may include one or more of the following: E/C - education of and communication to employees and management concerning the changes will establish the rationale for the changes and as a result ensure that the intended benefits and value added of the changes are understood and accepted by both employees and management; training of employees and management will ensure that they have the necessary knowledge and skills to successfully implement the changes. P/I - participation and involvement of employees and management in the actual change process will ensure a greater sense of 'ownership' and therefore acceptance of the change process; any perceived loss of power and authority may be overcome by this strategy. F/S - facilitation and support must be provided for employees and management resisting the change; they must be assisted to firstly accept and then to implement the change; counselling, coaching, mentoring and additional training may be required to get employees and management to proceed along the predetermined change path. I/R - incentives and rewards should be incorporated into the change process in order to motivate employees and management to accept the change; if employees see that there is something in it for them then they will be more likely to assist with the implementation process. M - manipulation may be adopted as a strategy to get employees and management on side; this is seen as a 'negative' strategy and really should only be used if the others explained above are not successfully implemented; employees and management may be told that they are the 'odd ones out' and that everyone else or that every other organisation has adopted the change and that the end result of continued resistance will be their job! C/T - coercion and threat - employees and management will be told that unless they accept and implement the change that they will have their employment status terminated; this is definitely the last resort if employees and management are not prepared to accept the change.

    Gabriel O.
    ML
    Gabriel O.

    The recognition and understanding of t he resistors, once identified, management will put in place strategy to be adopted to implement the change, this might include incentives and motivating elements that could benefit, and guarantee employees and management work status , this will give the employees and management a sense of belonging, will could impact on him positively into helping to implement the need change, However in the event of failure, management might have to use force of coercion and threat to get the attention of the employees and management of t heir work status is at risk of termination.

    Kalule R.
    UG
    Kalule R.

    turning resistors into supporters is what qualifies managers to be good managers in every organisation

    Wendy C.
    AU
    Wendy C.

    Strategies to overcome resistors. Educating employees is a vital component of effective change management Once the 'resistors' have been recognised and understood, then management may proceed to find solutions and to put into place strategies to overcome these 'resistors' or to limit their negative impact(s) on the organisation. This is a vital role for Human Resources Dept. of any organisation.

    Harrison A.
    AT
    Harrison A.

    Before the thought of change, strategies that would encounter any problems/resistance from the employees should have been a plan B. However, for changes to take place in any business organisation with out much resistance, the organisation have to educate the employees on the need for that purpose and make them know that employees security is secured . Sampling of employees opinions with regards to the changing system will create an enabling ground for both the employees and the organisation.

    Harrison A.
    AT
    Harrison A.

    If mgt and employees participate in business organisation policy making, would there be any form to resistance ?

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