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Six : strategies for minimizing resistance to change, and debate ways…
Six : strategies for minimizing resistance to change, and debate ways effectively create an urgency for change.
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2nd Strategy
Learning
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Learning is an important process in most change initiatives because employees require new knowledge and skillets fit the organisation 's evolving requirements.
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5th Strategy:Negotiation
Employees agree to replace strict job categories with multiskilling in return for increased job security.
Applied when employees will clearly lose something of value from the change and would not otherwise support the new conditions. Also necessary when the company must change quickly.
Problem: May be expensive, particularly if other employees want to negotiate their support. Also tends to produce compliance but not commitment to the change.
Negotiation is a form of influence that involves the promise benefits or resources in exchange for the target person's compliance with, rather than commitment to, the change effort, so it might not be effective in a long term.
6th Strategy: Coercion
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lf strategy fails, leaders can rely on coercion to change organisation. Coercion ca include persistently reminding people of their obligations, frequently monitoring behaviour to ensure compliance, confronting people who who do to change, and using threats of sanctions to force compliance.
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