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Assessing an Organisation's Readiness for Change
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Kreitner et al. warn that before any approach is selected to overcome resistance to change, three key conclusions should be kept in mind. First, the organisation must be ready for change. Second, organisational change is less successful when top management fails to keep employees informed about the process of change. Third, employees’ perceptions or interpretations of a change significantly affect resistance. Employees are less likely to resist when they perceive that the benefits of a change are greater than the personal costs. Managers are advised to at least:
1) provide as much information as possible to employees about the change;
2) inform employees about the reasons/rationale for the change;
3) conduct meetings to address employees’ questions and concerns regarding the change, and
4) provide employees with the opportunity to discuss how the proposed change might affect them.
Activity
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