Analysis Of Nahavandi's Strategies To Reduce Resistance To Change

2419 Words 10 Pages
Register to read the introduction… One of these methods is providing information. Leaders should use this method when there is a lack of information about the change or when there is fear of the unknown. Leaders should use employee engagement in the change process when people do not have all the information they need. This strategy can be time consuming but can generate new ideas and alternatives. When people are resisting change due to fear, leaders should use a process of facilitation and support. Nahavandi (2012) suggested this in the only option when adjustment is the cause of resistance. Negotiation and agreement should be used when there can be both winners and losers during the change process. When nothing else works leaders can bypass resistance through promises. This, however, can lead to mistrust and resentment. Finally leaders can use power or coercion when there is no time or nothing else works. Although this is effective and fast in the short term to end resistance it can lead to morale …show more content…
Planned changes can range from small changes in processes such as a schedule change to an entire redesign of the way you make your product or provide your service. What about changes that were not foreseen? What about an unplanned change that occurs without warning, often precipitating crisis?
In the past, the United States has faced many crisis situations, such as the attack on Pearl Harbor in 1941, the bombing of the Federal building in Oklahoma in 1995, and the events of 9/11. In addition many of the economic issues both the United States and the world have faced have led to chaotic and crisis situations in organizations today. None of these events has succeeded in destroying the nation's spirit and patriotic pride. This is a result of leadership—leadership at all levels and across the nation.
During crisis situations within a company, employees lose their confidence and fear the situation might worsen if their leaders do not take adequate steps. Companies lose when employees panic. It is these times when they seek their leaders' help the
…show more content…
This incredibly rapid growth sprang from the company's ability to create a unique experience for customers who wanted to buy its distinct brand of lattes and mochas wherever they found themselves. At Starbucks' core, there was also a culture of treating each customer as a valued guest who should feel comfortable relaxing and taking in the ambience of the store. Whether you were in the company's founding location in Seattle, Washington, or at the other end of the country in Miami, Florida, you knew what to expect when you went to a

Related Documents