Section Thirteen Flashcards
K&S 6 ways overcome resistance:
Education and communication
managers need to raise awareness of the reasons for change and how it will be carried out. the education process usually involves discussions presentations and reports- they should clearly communicate the reasons behind the planned change and identify the benefits for the business and individuals
K&S 6 ways overcome resistance:
Participation and involvement
key stakeholders should be involved in the design and implementation of the change. if they participate in the decision-making process then they will feel more engaged and their ideas form part f the change - if the people become part of the process, it will be more difficult for them to resist the change
K&S 6 ways overcome resistance:
Facilitation and support
Listening to the concerns of the workforce by holding regular meetings will help workers to adjust as they will feel supported- it can also help the business to meet the needs of the workers. support groups can help worker overcome their anxiety about the changes
Business should also provide training for workers who will be required to gain new skills
K&S 6 ways overcome resistance:
Negotiation and agreement
Giving stakeholders opportunities to negate and compromising over key sticking points can lead to a full agreement over the proposed change.financial or non-financial incentives may need to be offered by the business in order to obtain full acceptance of the change. if full agreement cant be made then voluntary redundancy or early retirement may be offered to employees who are resisting changes
K&S 6 ways overcome resistance:
Manipulation and co-option
An employee who is resisting change may be given desirable role in the decision making process in order to gain their cooperation. this can be a risky strategy as these roles often give the worker little power and they can feel tricked into agreeing to change .alternatively a manger may manipulate the information regarding the change e.g. they may exaggerate the extent of a financial crisis and state there is no other alternative. if it’s found out that the manager has manipulated information they will have lost the trust of their workers
K&S 6 ways overcome resistance:
Explicit and implicit coercion
As a last resort, in order to speed up the process, a person may be threatened to comply with the planned changes or face consequences. the consequences of resistance could be clearly stated or just implied. these could be redundancies losing out on promotion opportunities, or transfers to other departments.etc
Barriers to change
Organisational structure: some structures make it difficult to manage change-eg if a business has a tall structure it can be difficult to communicate the change and the reason for it to lower layers
Resources: business needs to have the correct resources in place before making a change. the business shouldn’t introduce new machinery until they employe someone who can operate it
K&;S 4 reasons to change:
self-interests
People are more concerned with their own situation rather than the success of the business if they cant see how the change directly benefits them, they will resist it
K&;S 4 reasons to change:
misunderstanding
People will also resist change when they don’t fully understand what it means for them, they will usually think that hey will have more to lose than gaon until they are told otherwise
Poor comunication
Busines need to have a high level of trust
K&;S 4 reasons to change:
low tolerance for change
People get used to completing tasks the way they know- they will resist change of they fear that they won’t be able to develop the new skills required for the change.they may believe that they won’t perform as well in the new situation and they will lose their job security
K&;S 4 reasons to change:
different assessments of the situation
The key stakeholders may have strong disagreements over the reasons for change and therefore may be an inablity to acept the need for change.
