resistance to change
What resistance to change means in Business A-Level, as defined for AQA.
Definitions of resistance to change
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Reference: AQA
Staff resist the continuous reinvestment and repeated change that staying ahead requires, so participation and communication can be applied to the change this firm would have to make.
Handled through six ways set out by Kotter and Schlesinger, from education and participation through to coercion, and usually a rational fear about workload or job security.
Explained in Kotter and Schlesinger's terms as why implementation slips, with a method such as participation or negotiation together with its cost in time.
Handled through six ways running from education and participation, slow but durable, to coercion, fast and corrosive.
Kotter and Schlesinger offer six ways of handling it, running from education and involvement through to coercion.
Topics that use resistance to change
- Making human resource decisions: improving organisational design and managing the human resource flow (AQA A-Level)
- Managing organisational culture (AQA A-Level)
- Mission, corporate objectives, functional objectives and strategy (AQA A-Level)
- Problems with strategy and why strategies fail (AQA A-Level)
- Strategic positioning: choosing how to compete (AQA A-Level)
Related terms
- balanced scorecard
- organisational culture
- triple bottom line
- Ansoff's Matrix
- competitive advantage
- conflicting objectives
- Corporate Objective
- corporate objectives
Using resistance to change in the exam
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