- Educating and communicating to employees on need to change. This enables them to
have a better understanding on need to change and reduce level of resistance.
- Participation and involvement by involving employees in planning changes to be
introduced into organization-their level of uncertainty is reduced. They become more
willing and accept a change which they participated in planning.
- Facilitation and supported change may be gradually introduced into an organization so
that a major impact is not felt at once which may cause resistance. Support in the form of
training programs, time off during the transition period and emotional support should be
provided to those directly affected by change in order to reduce their level of resistance.
- Managers may negotiate change with potential resistors e.g individuals or departments so
that they accept change and-avoiding -disruption of change process.
- Managers may also demand that the change be accepted by employees particularly where
the change must be introduced very fast and there is no time for educating employees.
Threats in the form of withdrawal of rewards and punishments may be used.
- Manipulation and co-optation:- managers may select a strategy of steering individuals orgroups
away from resistance to change through selective resistors to a desired position in
the change process.
- Co-optation means getting the main resistors to change involved in decision making.
- Management of change through changing organizational culture.
Kavungya answered the question on May 18, 2019 at 08:21
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