Kotter, Schlesinger |Dealing with Resistance to Change
Six Change Approaches |Kotter and Schlesinger, 1979 | |
|The Six (6) Change Approaches of Kotter and Schlesinger is a model to prevent, decrease or minimize tube to permute in|
|organizations.
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|According to Kotter and Schlesinger (1979), in that respect are four reasons that certain plurality are resisting change: |
|Parochial self-interest (some people are concerned with the tax deduction of the change for themselves ad how it whitethorn effect |
|their own interests, or else than considering the effect for the success of the business) |
|Misunderstanding (communication problems; inadequate information) |
|Low tolerance to change (certain people are very keen on security and stability in their work) |
|Different assessments of the situation (some employees may disagree on the reasons for the change and on the advantages and|
|disadvantages of the change process) |
|Kotter and Schlesinger sink out the following six (6) change approaches to deal with this resistance to change: |
|Education and Communication - Where there is a need of information or inaccurate information and analysis. One of the best(p) |
|ways to overcome resistance to change is to educate people about the change effort beforehand. Up-front communication and |
|education helps employees front the logic in the change effort. this reduces unfounded and incorrect rumors concerning the |
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