A Harvard business review by Kotter and Schlesinger propose that there are 6 methods for managing resistance, after you have identified the type of resistance that is happening in your organisation these are the strategies to fix the resistance; Education and communication- This is informing people as why that change needs to take place, this is important as there can be miscommunication on the subject, this is generally more effective if it takes place before the change is implemented. Participation and involvement- This is involving people in the change process, active participants. Putting people into teams, creating a sense of belonging, this is used when the resistance is based on a narrow focus of change or lack of awareness. This style is time-consuming and costly. Facilitation and support- This is providing technical and emotional resources for those involved. This is needed for when resistance is caused by anxiety and uncertainty, employees finding it difficult to cope with the new changes. Negotiation and agreement- This is offering encouragement or motivation to resistors, this is needed when the resistors are in strong position to undermine the change. Manipulation and cooperation- This is the selective use of information, gaining the support of certain individual’s by giving them key roles in the change process. Lastly Explicit and implicit coercion- This is extreme case when you threaten people with undesirable consequences, this is a last resort only to be used if all other methods have failed e.g.; firing them if they resist (Tiernan, et al., 2006, pp478-479) (Palmer et al.,2006, pp 157-158). (Tiernan, et al., 2006) (Palmer, et al., 2006)


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