STRATEGIES FOR EFFECTIVE CHANGE

Question 1

What are the high-risk strategies?

Answer 1

> Manipulation
Threats
Co-optation

Question 2

Two-way communication:

Answer 2

Two-way communication refers to the communication between employer and employee. It should be open and honest so that employees can fully understand the change and its impact, also possibly give feedback to the employer.

Question 3

Participation:

Answer 3

Participation is the action of involving employees in the change process. Both parties employer and employee can assist with decision-making when participation is used.

Question 4

Support:

Answer 4

Support refers to helping those employees / other stakeholders affected by the change. This could include training or counselling etc.

Question 5

Negotiation:

Answer 5

Negotiation refers to agreements that can be struck between management for use to ensure support for change. Negotiation can you power employees and enhance their support for the change.

Question 6

Manipulation:

Answer 6

Manipulation refers to gaining the support of employees by drawing them in to support change with the selective use of facts or deception.

Question 7

Threats:

Answer 7

Threats refers to forcing employees to embrace the change or receive retribution. Possible threats including retrenchment, loss of promotion, the motion of working conditions etc.

Question 8

Co-optation:

Answer 8

Involves the selection of an influential person among the potential group of resistance to be involved in the development and implementation of the change process, however they are only there to act as a dummy so that people think that there things are being heard.

Question 9

What are the low-risk strategies?

Answer 9

> Two-way communication
Participation
Support
Negotiation