Implementing a new strategy for labor-management relations is difficult. What challenges does an organization that wants to make a change face and what are some of the strategies it might use to overcome resistance?
What will be an ideal response?
The key challenge that organizations face when making a change to a new labor-management strategy is resistance to change. Making change involves communication, building new competencies, establishing supportive policies and procedures, and motivating appropriate behaviors. To address resistance to change, the organization has several options. If it attempts to force change, it can use a variety of tactics including integrative and distributive bargaining, manipulation and co-optation, and explicit or implicit coercion. Second, it can foster change using education and communication, participation and involvement, and/or facilitation and support.
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