ADMS 2400 Lecture 10: ADMS 2400 Tutorial 10 Notes
2 May 2018
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ADMS 2400 Tutorial 10 Notes – Education and communication
Introduction
• Communicating the logic of a change can reduce resistance on two levels.
• First, it fights the effects of misinformation and poor communication
• If employees receive the full facts and get any misunderstandings cleared up, resistance
should subside.
• “eod, ouiatio a e helpful i sellig the eed for hage.
• Research shows that change is more likely when the need for change is packaged
properly.
• A study of German companies revealed that changes are most effective when a
company communicates its rationale, balancing various stakeholders (shareholders,
employees, community, and customers) interests, vs. a rationale based on shareholder
interests only.
• Similarly, a study of a changing organization in the Philippines found that formal change
iforatio sessios dereased eploees’ aiet aout the hage, hile proidig
high-quality information about the change increased their commitment to it.
• Participation and involvement.
• It’s diffiult for idiiduals to resist a hage deisio i hih the hae partiipated.
• Assuming that the participants have the expertise to make a meaningful contribution,
their involvement can reduce resistance, obtain commitment, and increase the quality
of the change decision.
• However, against these advantages are the negatives: potential for a poor solution and
great consumption of time.
• Building support and commitment.
• Whe eploees’ fear ad aiet are high, employee counseling and therapy, new-
skills training, or a short paid leave of absence may facilitate adjustment.
• When managers or employees have low emotional commitment to change, they favor
the status quo and resist it.
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