List and describe four ways to overcome resistance to change.
What will be an ideal response?
Answers to this question will vary but should include elements of four of the following:
Develop a positive trust climate for change: Leaders maintain good relationships with employees and make them comfortable in suggesting ideas and involving themselves in change.
Plan: Leaders plan for resistance and look at change from the employee’s perspective so they know what objectives to clarify when implementing change.
Clearly state why the change is needed and how it will affect employees: Give employees the “why” when it comes to change. It is important to be honest and communicate with employees about why a policy is changing and how it will positively and negatively affect them.
Create a win-win situation: Let employees know what is in it for them. They will be more willing to accept change when they see that they are being benefited.
Involve employees: A commitment to change is usually critical to its successful implementation. Employees who participate in developing changes are more committed to them than employees who have changes dictated to them. To get involvement and a commitment to change, phrase your own ideas as if someone else said them.
Provide support and evaluation: Employees need to know that managers are there to help them cope with the changes. You need to make the learning process as painless as possible by providing training and other support. Managers must also provide feedback and evaluation during the learning process to increase the employees’ efficiency and effectiveness in implementing the change.
Create urgency: When you decide on a change, you have to move fast. Many people procrastinate making changes. A feeling of urgency is the primary driver toward taking action. If something is perceived as urgent, it is given a high priority and is usually done immediately.
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What will be an ideal response?
Which of the following statements does NOT accurately characterize new-product development?
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