Exam 8: Consequences

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Schlesinger et al. identified seven tactics for dealing with resistance to change, each with its own advantages and disadvantages.

1. Education and Communication: This tactic involves providing information about the change and its benefits to employees. The advantage of this tactic is that it can help employees understand the need for change and reduce uncertainty. For example, if a company is implementing a new technology system, educating employees about the benefits of the system and how it will improve their work processes can help them see the value in the change.

2. Participation and Involvement: This tactic involves involving employees in the change process, such as through brainstorming sessions or task forces. The advantage of this tactic is that it can increase employee buy-in and commitment to the change. For example, if a company is restructuring its departments, involving employees in the decision-making process can help them feel more ownership over the changes and be more willing to support them.

3. Facilitation and Support: This tactic involves providing support and resources to employees during the change process. The advantage of this tactic is that it can help employees feel more comfortable and confident in adapting to the change. For example, if a company is implementing a new performance management system, providing training and support to managers and employees can help them feel more prepared and less resistant to the change.

4. Negotiation and Agreement: This tactic involves offering incentives or rewards to employees in exchange for their support of the change. The advantage of this tactic is that it can help motivate employees to overcome their resistance. For example, if a company is implementing a new work schedule, offering flexible hours or additional vacation time as a negotiation tactic can help employees see the benefits of the change.

5. Manipulation and Coercion: This tactic involves using threats or manipulation to force employees to accept the change. The advantage of this tactic is that it can produce quick results, but it comes with significant disadvantages, such as damaging trust and morale among employees. For example, if a company is implementing a new policy, using coercion tactics to threaten employees with job loss if they don't comply can create immediate compliance, but it can also lead to resentment and decreased productivity.

6. Explicit and Implicit Coercion: This tactic involves using authority and power to implement the change. The advantage of this tactic is that it can ensure compliance, but it can also lead to negative consequences, such as increased resistance and decreased morale. For example, if a company is merging with another organization, using explicit coercion to enforce the changes without considering employee input can lead to resentment and decreased motivation.

7. Co-optation: This tactic involves co-opting or bringing in key individuals to support the change and influence others. The advantage of this tactic is that it can help gain influential support for the change, but it can also lead to skepticism and distrust among employees. For example, if a company is implementing a new strategy, co-opting influential leaders to publicly support the change can help sway others, but it can also lead to skepticism about the true motives behind the change.

In conclusion, each tactic for dealing with resistance to change has its own advantages and disadvantages, and the effectiveness of each tactic depends on the specific situation and the organizational culture. It is important for leaders to carefully consider the potential consequences of each tactic and choose the most appropriate approach based on the specific context of the change and the needs of the employees.