Question

True or false and explain why.

Most people just don’t like change.

Participative decision making is best for deciding upon all complex changes.

When presented properly, employees readily accept changes that disadvantage them.

Explaining the reasons for changes is better than identifying causes of resistance.

Compromise is the best tactic for resolving conflicts regarding changes.

When upper management mandates changes, it is better to execute without whining.

Coercion should never be used as a tactic for achieving change.

Answer 1

1) Most people don't like change:

True. Most people don't like change. There can be many reason for this. Few of them are:

• As they think that they may feel overwhelmed or stressed due to change.
• They might also be of the opinion that change brings a new set of possibilities and problems.
• They lack trust in the person who is making this changes.

2) Participative decision making is best for deciding upon all complex changes.

True. Participative decision making is a open and continuous process. It provides opportunity to everyone who are affected by the decision to have their suggestions represented in the decision making process. Participative decision making helps to decide on all complex changes as in this group commitment and team spirit is involved which ensures higher probability of success.

3) When prepared properly, employees readily accept changes that disadvantage them.

True. The way anything is explained makes a very strong impact on others. If the employees are prepared properly and made to understand need for the change, they will accept changes that disadvantage them.

4) Explaining the reason for change is better than identifying causes of resistance.

False. In case when the causes of resistance is known management will be able to make the employees understand and make them understand and accept change readily.

5) Compromise is the best tactic for resolving conflicts regarding changes.

False. Compromise can bring everyone to agreement but it always does not resolve problems. It can be defined as a " settled" resolution for a problem but not optimal solution for resolving conflicts regarding change.

6) When upper management mandates changes, it is better to execute without whining.

True. When the change is made mandatory employees should accept the change and accept it.

7) Coercion should never be used as a tactic for achieving change.

False. Sometimes when employees are not ready for change coercion can be used as a tactic for achieving that change.