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6. Human Resource Management
6.9 Managing Change
6.9.3 Overcoming resistance to change
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Fear of the unknown in change management refers to uncertainty about new processes or
roles
Why does a lack of trust in management contribute to resistance to change?
Employees distrust new initiatives
Change can threaten employees'
autonomy
, leading to resistance.
Moving outside familiar routines can make employees
uncomfortable
and resistant.
What is the primary concern of employees who resist change due to fear of failure?
Inability to adapt
When employees don't understand why the change is necessary, they are less likely to
embrace
it.
Excluding employees from the
change process
can lead to resentment and resistance.
Arrange the steps in Lewin's Change Management Model.
1️⃣ Unfreezing current practices
2️⃣ Implementing changes
3️⃣ Refreezing new procedures
Effective communication in change management involves clearly explaining the reasons for change and its
benefits
.
Why is employee involvement crucial in overcoming resistance to change?
Reduces fear and uncertainty
Transparency in
change management
involves keeping employees informed about the progress of change.
Match the communication strategy with its benefit.
Clear communication ↔️ Reduces uncertainty
Employee involvement ↔️ Increases ownership
Transparency ↔️ Builds trust
What is an example of a successful change management strategy mentioned in the study material?
Introducing a new software system with training sessions
A lack of trust in management can significantly hinder the
acceptance
of change.
What does comfort zone disruption in change management refer to?
Moving outside familiar routines
Excluding employees from the change process can cause
resentment
.
Uncertainty about new processes or roles causes anxiety and resistance due to
fear
of the unknown.
Employees are less likely to accept change if they trust management.
False
Change can threaten employee autonomy, leading to resistance due to loss of
control
.
Match the source of resistance with its description:
Fear of failure ↔️ Concern about adapting to new skills
Misunderstanding the purpose ↔️ Employees need to know why change is necessary
Order the common sources of resistance to change from those most related to employee anxiety to those related to organizational factors:
1️⃣ Fear of the unknown
2️⃣ Fear of failure
3️⃣ Comfort zone disruption
4️⃣ Lack of trust
5️⃣ Misunderstanding the purpose
6️⃣ Lack of involvement
Resistance to change can improve organizational productivity.
False
Resistance to change leads to decreased efficiency and slower work
output
.
Match the stage of Lewin's Change Management Model with its description:
Unfreezing ↔️ Preparing employees for change
Refreezing ↔️ Stabilizing new procedures
Effective communication reduces
uncertainty
and anxiety during change.
Involving employees in the change process increases
ownership
and reduces resistance.
Match the method for employee involvement with its benefit:
Change teams ↔️ Encourages creativity and smooth implementation
Training and development ↔️ Boosts confidence and competence
Order the steps a company can take to involve employees when implementing a new ERP system:
1️⃣ Participate in software selection
2️⃣ Form a team to train others
3️⃣ Hold regular meetings to address concerns
Transformational
leaders
inspire employees to embrace change.
Transformational leaders communicate the vision for change and its
benefits
to employees.
Match the source of resistance with its example:
Lack of involvement ↔️ Team not consulted about workflow changes
Fear of failure ↔️ Employees worried about learning new technologies
Resistance to change leads to decreased efficiency and slower work
output
.
Employees' fear of the
unknown
can lead to reduced team morale.
The delayed implementation of initiatives can affect strategic
goals
Resistance to change can arise from employees' fear of the
unknown
Reduced productivity is an example of the impact of
resistance to change
.
Increased stress among employees can result from feeling overwhelmed by a restructured
department
A decline in morale can occur after a new
performance review
system is introduced.
Clear communication involves explaining the reasons for change and its
benefits
Involving employees in the change process increases
ownership
and reduces resistance.
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