5G low-risk strategies

Question 1

overcoming employee resistance to change

Answer 1

Employees may feel threatened by prospect of change causing stress, fear, uncertainty, if it impacts individual objectives.

Question 2

Impacts of unaddressed resistance to change.

Answer 2

• Low productivity – sabotage – strikes – work avoidance (increasing absenteeism rates), levels of staff turnover increasing.
• Change can jeopardize employee objectives e.g earn income, good employment condition, job security, career advancement.

Question 3

all low risk strategies

Answer 3

1. communication
2. empowerment
3. support
4. incentives

Question 4

define low risk strategies

Answer 4

measured management approaches gradually encouraging employees to accept and participate in business change.

Question 5

1. communication as low risk strategy

Answer 5

management may overcome employee resistance by clearly / respectfully expressing in advance why and how changes need to occur.

• Can be done by email, meeting, public announcements however must be
• Quickly, clear, with respect and allow employees for feedback and possible contribution to decision making process

Question 6

2. empowerment as low risk strategy

Answer 6

empower employee with information / responsibility to decrease resistance to change. As employee become more involved in change process, their likely to be invested in success.

Question 7

3. support as low risk strategy

Answer 7

very broad term for all nurturing activities relating to understanding emotions employees feel during change and providing services to look after them through this period

Question 8

4. incentives as low risk strategy

Answer 8

involve offering reward (either financial / non-financial) if employees demonstrate desired change behaviour. Employees motivated to embrace chance as they know they’ll receive reward when performing as requested.
Incentive

e.g : pay bonus, giftcards, promotional opportunities, paid vacation

Examples: mentoring, counselling, meditation, discussion forums

Question 9

STRENGHTS OF LOW-RISK STRATEGIES:

Answer 9

• Preserve employee morale.
• Maintain commitment to business.
• Reduce resistance.

Question 10

WEAKNESS OF LOW-RISK STRATEGIES:

Answer 10

• Can take longer to initiate change.
• May require additional expenses and time to implement support, counselling etc.