which of the following is not an approach to manage resistance course hero

Which is not considered a strategy for dealing with resistance to change?

Bullying and harassing people into towing the line is not a way of overcoming resistance to change. By harassing or bullying people, one should not oppose any deviation or change in an organization.

Which of the following are sources of resistance to change?

Sources of Resistance to Change in a Business Organisation are: 1. Insecurity 2. Possible social loss 3. Economic losses 4.

Which of the following is one of the sources of resistance to change self interest?

Explanation: C) Individual sources of resistance to change are habit, security, economic factors, fear of the unknown, and selective information processing.

Which of the following is NOT example of resistance by employees in organizational change Mcq?

Increase in performance and productivity is not a symptom of employee resistance to change.

Which of the following statements is not true concerning resistance to change?

Answer and Explanation: Stating the understanding the resistance causes has little impact on change is wrong.

What are the main approaches for overcoming resistance to change?

The first strategy to overcome resistance to change is to communicate. Communication is key — you already knew that. However, try letting your employees initiate the conversation. People want to be heard, and giving them a chance to voice their opinions will help alleviate the frustration they feel over the situation.

How do you manage resistance?

How to Overcome Resistance and Effectively Implement ChangeOvercome opposition. Regardless of how well companies manage a change, there is always going to be resistance. ... Effectively engage employees. Listen, listen, listen. ... Implement change in several stages. ... Communicate change effectively.

Which of the following statements is true of resistance to change quizlet?

Which of the following statements about resistance to change is true? Resistance to change will not occur when those affected by the change participate in its planning and implementation.

Which of the following statements is true of resistance to change quizlet?

Which of the following statements about resistance to change is true? Resistance to change will not occur when those affected by the change participate in its planning and implementation.

What are the source of individual resistance?

Individual sources of resistance towards a change exist in the basic human tenets or characteristics and are influenced by the differences in perception, personal background, needs or personality-related differences.

Which of the following are organizational resistance?

The correct option is: C) Security There are many sources of organizational resistance to change, some of the following are as follows: Structural inertia. Possible social loss. Insecurity.

What can leaders do to overcome resistance to change?

The first strategy to overcome resistance to change is to communicate. Communication is key — you already knew that. However, try letting your employees initiate the conversation. People want to be heard, and giving them a chance to voice their opinions will help alleviate the frustration they feel over the situation.

How to manage resistance to change?

Managing resistance to organizational change involves effectively anticipating resistance, integrating resistance management actions and activities into change management plans, and then activating the people-facing roles within the organization who will conduct the resistance management activities.

What is resistance prevention?

This is the primary avenue of resistance management, which involves planning for, addressing or eliminating resistance by effectively applying change management. Resistance prevention is in large part about anticipating and identifying likely resistance early on.

Why do people resist change?

Why individuals resist change varies at different levels of the organization. Executives tend to resist change due to a disconnect with their strategy, financial objectives, or compensation. People managers typically resist change due to lack of awareness, loss of power or control, and overload of current responsibilities. Employees often resist change due to lack of awareness of why the change is happening, not understanding the WIIFM (What’s in it for me?), comfort with the status quo, and fear of the unknown. This information informs development of special tactics to address resistance at each level throughout the change management process.

What does resistance mean in a prosci?

Prosci uses the word “resistance” to describe the physiological and psychological responses to change that manifest in specific behaviors. When asked during a Prosci webinar what resistance to change looks like in their organizations, webinar attendees provided more than 350 responses.

How do senior leaders help manage resistance?

Senior leaders help manage resistance by communicating the business reasons for the change directly to impacted people and groups. People managers help manage resistance by working with the people and teams who report directly to them. People managers are particularly important in resistance management.

Why is resistance important?

Not all resistance can be avoided or eliminated, and some resistance is important for informing the team about aspects of the change itself (i.e., constructive resistance). Following two avenues of resistance management will help mitigate the negative impacts and reduce the duration of resistance: 1.

Why does resistance occur?

Why Resistance Occurs. Change creates anxiety and fear. The current state has tremendous holding power, and the uncertainty of success and fear of the unknown can block change and create resistance. These physical and emotional reactions are powerful enough by themselves to create resistance to change. But there is more to resistance ...

How to manage resistance?

To be effective at managing resistance, you must look deeper into what is ultimately causing the resistance. Effective resistance management requires identification of the root causes of resistance—understanding why someone is resistant, not simply how that resistance is manifesting itself.

What is resistance management plan?

The resistance management plan is one of the five change management plans you create in this phase, along with the communication plan, sponsorship roadmap, coaching plan and training plan. These change management plans all focus on moving individuals through their own change process and addressing the likely barriers for making the change successful. The resistance management plan provides specific action steps for understanding and addressing resistance.

What is the purpose of addressing resistance?

Formally addressing resistance ensures that it is understood and dealt with throughout the lifecycle of the project. It moves managing resistance to change from simply a reactive mechanism to a proactive and ultimately more effective tool for mobilizing support and addressing objections.

What is change management best practices research?

Change management best practices research provides a nice starting point for understanding the root causes of resistance. Results from the 2013 benchmarking study showed some important themes in the top reasons for resistance (reaffirming the results from previous studies). When asked to identify the primary reasons employees resisted change, study participants identified the following root causes:

How to know if resistance is ineffective?

Managing resistance is ineffective when it simply focuses on the symptoms. The symptoms of resistance are observable and often overt, such as complaining, not attending key meetings, not providing requested information or resources, or simply not adopting a change to process or behavior.

How to avoid resistance to change?

1. Do Change Management Right the First Time. Much resistance to change can be avoided if effective change management is applied on the project from the very beginning. While resistance is the normal human reaction in times of change, good change management can mitigate much of this resistance. Change management is not just a tool ...

How can senior leaders help mitigate resistance?

At a high level, senior leaders can help mitigate resistance by making a compelling case for the need for change and by demonstrating their commitment to a change. Employees look to and listen to senior leaders when they are deciding if a change is important, and they will judge what they hear and what they see from this group. If senior leaders are not committed to a change or waver in their support, employees will judge the change as unimportant and resist the change.