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Participation of employees and management in the actual change process will surely reduce/eliminate resistance to change.
INCENTIVES!!!! They get the job done!
To overcome the problem, resistors must learn and follow the strategies.
Educating employees is a vital component of effective change management
every organization must have a strategy in place so that they know where they are heading to
Managers would need to employ various modes of engagements to get folks aligned with any change process we intend to implement. Manipulation, Coercion and threat should be the last option and better still avoided in total.
Which of these strategies to overcome resistors is the most active?
Proper and regular communicating ways should be established here between employees and management as well as involvement of employees.
Incentives are motivations are very important to overcome the resistors. If the empoylees and managers do not know the advantage of the change then they would resist.
Business Management - Strategies to overcome resistors
Strategies to overcome resistors
Educating employees is a vital component of effective change management. IMAGE.
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:
* - 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.
* - 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.
* - 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.
* - 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.
* - 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
* - 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.
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