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Managing change resistance among employees / Nur Amirah Roslan

By:

Nur Amirah Roslan

Material type: Text

TextPublication details: Kuantan, Pahang : UMP, 2013Description: xiv, 123 p. : ill. (some col.) ; 30 cm. + 1 CD-ROMISBN:

THE0001528(Local)

Subject(s):

Organizational change -- Management

Dissertation note: Project Paper (Bachelors of Project Management with Honours) -- Universiti Malaysia Pahang – 2013 Abstract: Change resistance among employees is a common phenomenon that can’t be avoid in any industry. Most of the employees, against organizational change because of many reasons. Some of the reasons are misunderstanding about the change, feeling uncertain with the change result, feel that the organizational change can threaten their status quo, hard to adapt with any changes, not ready to face change process, and dislike the change. In order to handle this resistance problem, management need to practice a good approach, so that, the employees will not continuously against the change. There are six situational approaches that can be practice by management in order to solve this problem. The six approaches are as follow; (1) education and communication approach, (2) participation and involvement approach, (3) facilitation and support approach, (4) negotiation and agreement approach, (5) manipulation and cooptation approach, and the last one is (6) explicit and implicit coercion approach.

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Holdings ( 2 )
Title notes ( 3 )

Holdings
Item type	Current library	Call number	Copy number	Status	Date due	Barcode
Final Year Report	UMPLIB GAMBANG	CD 8465 \| HD58.8 .A45 2013 r Bc. (Browse shelf(Opens below))	1	Not for loan		0000090201
Final Year Report	UMPLIB GAMBANG	HD58.8 .A45 2013 r Bc. (Browse shelf(Opens below))	1	Not for loan		0000090200

Project Paper (Bachelors of Project Management with Honours) -- Universiti Malaysia Pahang – 2013

Bibliography : p. 101-104

Change resistance among employees is a common phenomenon that can’t be avoid in any industry. Most of the employees, against organizational change because of many reasons. Some of the reasons are misunderstanding about the change, feeling uncertain with the change result, feel that the organizational change can threaten their status quo, hard to adapt with any changes, not ready to face change process, and dislike the change. In order to handle this resistance problem, management need to practice a good approach, so that, the employees will not continuously against the change. There are six situational approaches that can be practice by management in order to solve this problem. The six approaches are as follow; (1) education and communication approach, (2) participation and involvement approach, (3) facilitation and support approach, (4) negotiation and agreement approach, (5) manipulation and cooptation approach, and the last one is (6) explicit and implicit coercion approach.