Mangerial and leadership skills
MANAGERIAL AND LEADERSHIP SKILLS (REVIEWED QUESTIONS)
Question no.1
Select a case you know where resistance to change was observed, suggest means of managing them.
Resistance to change is the action taken by individuals and groups when they perceive that a change that is occurring as a threat to them.
Change faces two forces when introduced, the supporting forces (driving force) and the opposing forces (restraining force). For change to take place, the supporting force should be greater than the opposing forces.
Here under are suggested ways of managing the change in the selected case:
Education
Individuals in the school organization are objected to be educated about the nature of and need for change before implementing and the logic of change needs to be explained. When resistance is based on inaccurate and lack of information, this strategy seems work best.
Participation
Allowing people to planning, designing and implementing the changes provide school members to contribute ideas and advices that lead change. This strategy is useful when change initiators do not have all the information they need to design the changes and other members have important information and considerable power to resist.
Facilitation and support
With the goal of helping to deal with resistance by emotional and material help; people having hardships of change are actively listened by school administrators about their ideas, problems and complaints with using their ideas that have merit. That is, supportive principals make the work environment more pleasant and enjoyable for change process. This strategy is essentially utilized when school members are frustrated by work constraints and difficulties that are encountered in change process and have adjustment problems.
Negotiation and agreement
Incentives to actual or potential change resistors in the schools are offered in negotiation
Question no.1
Select a case you know where resistance to change was observed, suggest means of managing them.
Resistance to change is the action taken by individuals and groups when they perceive that a change that is occurring as a threat to them.
Change faces two forces when introduced, the supporting forces (driving force) and the opposing forces (restraining force). For change to take place, the supporting force should be greater than the opposing forces.
Here under are suggested ways of managing the change in the selected case:
Education
Individuals in the school organization are objected to be educated about the nature of and need for change before implementing and the logic of change needs to be explained. When resistance is based on inaccurate and lack of information, this strategy seems work best.
Participation
Allowing people to planning, designing and implementing the changes provide school members to contribute ideas and advices that lead change. This strategy is useful when change initiators do not have all the information they need to design the changes and other members have important information and considerable power to resist.
Facilitation and support
With the goal of helping to deal with resistance by emotional and material help; people having hardships of change are actively listened by school administrators about their ideas, problems and complaints with using their ideas that have merit. That is, supportive principals make the work environment more pleasant and enjoyable for change process. This strategy is essentially utilized when school members are frustrated by work constraints and difficulties that are encountered in change process and have adjustment problems.
Negotiation and agreement
Incentives to actual or potential change resistors in the schools are offered in negotiation