6.9.3 Overcoming resistance to change

    Cards (51)

    • 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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