Managerial Actions to Reduce Resistance to Change Education and Communication ● Communicate with employees to help them see the logic of change. Educate employees through one-on-one discussions,memos,group meetings.or reports. ● Appropriate if source of resistance is either poor communication or misinformation. Must be mutual trust and credibility between managers and employees. Participation Allows those who oppose a change to participate in the decision. ● Assumes that they have expertise to make meaningful contributions. Involvement can reduce resistance,obtain commitment to seeing change succeed.and increase quality of change decision. Facilitation and Support Provide supportive efforts such as employee counseling or therapy.new skills training.or short paid leave of absence. Can be time consuming and expensive. Negotiation ● Exchange something of value to reduce resistance. May be necessary when resistance comes from a powerful source. Potentially high costs and likelihood of having to negotiate with other resisters. Manipulation and Cooptation Manipulation is covert attempts to influence such as twisting or distorting facts.withholding damaging information,or creating false rumors. ● Cooptation is a form of manipulation and participation. ● Inexpensive and easy ways to gain support of resisters Can fail miserably if targets feel they've been tricked. Coercion Using direct threats or force. ● Inexpensive and easy ways to get support. ● May be illegal.Even legal coercion can be perceived as bullying. ©Prentice HalL,2002 13-16Managerial Actions to Reduce Resistance to Change © Prentice Hall, 2002 13-16