Which Of The Following Is A Method To Overcome Resistance To Change?

Techniques for Overcoming Resistance to Modify and Selection of Advisable Technique

According to Kotter and Schlesinger (1979) proposed six crucial techniques for overcoming the resistance to change. These are given below:

Widespread Education and Improving Communication
Facilitating Participation and involvement
Support and Facilitation
Agreement & Negotiation
Co-optation & Manipulation
Coercion-Both Explicit and Implicit

Education and Effective Communication: This is one of the commonest techniques for minimizing resistance to change by educating people and promoting awareness through effective communication regarding the benefits of a planned change. Past explaining the need for modify and the objectives of alter, the management can proceeds the much-needed support from the team members and facilitate its smoother implementation.
With the help of two-fashion communication, the employee'southward queries and oppositions related to various aspects of change can be apace addressed and thereby, minimize the objections or hassles which may come across in the path of implementation of change.

Given beneath are the important principles which are related to the communication of modify and require a lot of attention while implementation a planned modify:
- A large-scale planned change can be effective and yield successful outcomes only if it involves two-way communication efforts. Only top downwardly communication or i-mode communication will fail to concenter the desired commitment from the staff members.
- The staff members do have a preference for being communicated about the modify on face to face basis from their immediate supervisors.
- Co-ordinate to Beckhard & Pritchard 1992; Robbins et al. 1998; Ivancevich & Matteson 1996, employees adopt a consultation and involvement in the modify.
Few important things which should be essentially followed while implementing an system-wide modify are:
- Avoid sending emails or memo for informing the employees regarding a change initiative and expect that the employees will be able to understand and accept it readily.
- Invite the suggestions and feedback from the staff members, involve them in the process and encourage their participation for effective results.
- Communicate with people regularly by engaging in face to confront interactions with them both individually and in groups and provide them opportunities for word.
Facilitating Participation and Interest: This technique gives a lot of importance to involving the resistors in the modify process past setting up a collaborative environment and implementing the change in consultation with the staff. It is a constructive strategy and can exist beneficial in minimizing the resistance to change by involving the employees and seeking their participation in the entire process.
Support and Facilitation: Employees fright or resist change due to a number of reasons equally a effect of which they pose a resistance or oppose any kind of transformation in the existing ways of work or methods. The employees wait for complete emotional back up and facilitation for existence able to cope up with the challenges resulting from the change and should be allowed to express their fear, resentment or acrimony in connection with the change and the challenges of change.
Agreement & Negotiation: This technique involves negotiating or bargaining with the resistors on various aspects related to the modify and making tradeoffs and so that the concerns of the resistors and the direction are both beingness given due consideration and importance.
Co-optation & Manipulation: This technique involves getting the support, persuading or influencing the employees in favor of the change. Manipulation involves covert attempts from the managers by withholding painful information, twisting or distortion of the data for making information technology more appealing for the staff members or spreading imitation rumors across the organisation in social club to compel the employees to accept the alter manipulatively.
Alternately, the managers can depend on staff polling strategy and brand an attempt towards persuading the resistors to bring together the rest of the group. The management may even co-opt an private and assign certain important responsibilities in connection with the implementation of change.
Coercion: Implicit and Explicit: Coercion involves exercising force or threat for making the change accepted and followed by the employees. This strategy emphasizes more on the use of fear past way of direct or indirect threats and involves harassment, bullying or compels the employees to act in accordance with the expected ways or else resign. This strategy is illegal, ineffective and in the long-run, will result in mass resentment, dissatisfaction, high rate of absenteeism, depression productivity and ultimately high employee turnover.

Selecting the Right Technique and the Relative Benefits of Each Technique

Education and Effective Communication: This technique is useful when there is an absence of availability of aplenty data with the employees, or they have inaccurate or partial data on various aspects of alter. Once the employees are convinced well-nigh the change, and then they will help in the successful implementation of modify equally alter partners.
Facilitating Participation and Interest: This technique tin be useful when the initiators lack substantial information for designing and implementing the alter, or the employees have tremendous power to resist the alter. The interest of the employees can increase their commitment level and motivation for supporting the change initiatives, reduce resistance and better the quality of the decision in connexion with the change.
Back up and Facilitation: This technique is useful when in that location is resistance towards modify from the people due to sure aligning or adaptability issues. This is the best technique as it involves employee facilitation, preparation & various supportive efforts for reducing the resistance. Still, this technique is very time consuming, expensive and does not necessarily assure a successful result.
Agreement & Negotiation: This technique is effective when it involves exchanging something valuable for reducing the resistance towards the change. This is one of the near convenient techniques for fugitive whatever kind of major resistance.
Co-optation & Manipulation: This technique can be adopted but when the other techniques fail to provide the desired results or are too expensive. This technique tin be relatively cheap and quick in terms of results.
Coercion (Explicit & Implicit): This technique should be avoided till the end and can be used only as the last possible resort.

Authorship/Referencing - About the Author(south)

The commodity is Written By "Prachi Juneja" and Reviewed Past Management Study Guide Content Team. MSG Content Team comprises experienced Faculty Fellow member, Professionals and Subject Matter Experts. We are a ISO 2001:2015 Certified Education Provider. To Know more than, click on About The states. The use of this textile is gratuitous for learning and education purpose. Please reference authorship of content used, including link(southward) to ManagementStudyGuide.com and the content page url.