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Chapter 18: Organizational Change and Development

Terms in this set (27)

Education and Communication: Through education and communication, internal and external agents of change can inform members of the organization about the change and how it will affect them.

Participation and Empowerment: Inviting employees the participate in the change process is becoming a popular method of reducing resistance to change. Participation compliments empowerment by increasing employees' involvement in in decision making and giving them greater autonomy to change their work procedures.

Facilitation: during organization restructuring, especially when large lay offs are common, many organizations employ consultants to help employees deal with the stress and uncertainty of being laid off and having to find new jobs. Some companies pay consultants to help their CEOs manage the stress associated with being forced to down size employees.

Bargaining and negotiation: bargaining can counter resistance to change. Negotiation helps individuals and groups understand how change will affect others so that the organization as a whole can develop a common perspective on why change is taking place and why it is important.

Manipulation: when it is cleared that change will help some individuals and the expense of others, sr. managers need to intervene in the bargaining process and manipulate the situation to secure the agreement, or at least the acceptance, of various people or groups to the results of the change process.

Coercion: The ultimate way to elevate resistance to change is to coerce the key players into accepting change and threaten dire consequences if they choose to resist.