Six Change Approaches
(Kotter)

ナレッジセンター

KotterおよびSchlesingerの6 (6) Change Approachesは組織の変更への抵抗を防ぐか、減らすか、または最小にするモデルである。

変更への抵抗の理由

KotterおよびSchlesinger (1979年ある特定の人々が変更に抵抗していることを)に従って、4が推論したある:

1. 教区の利己心。 自身の興味にいかに影響を与えるビジネスの成功のための効果かかわっているか何人かの人々を考えると変更の含意にもっと彼ら自身のためのそして。

2. 誤解。 通信問題; 不十分な情報。

3. 変更の低い許容度。 ある特定の人々は安全な、彼らの仕事で安定性を持っている感じで非常に鋭敏である。

4. 状態の異なった査定。 何人かの従業員は変更の理由と変更プロセスの利点そして不利な点と合わないかもしれない。

変更への抵抗の取り引きへの6つのアプローチ

KotterおよびSchlesingerは変更の抵抗の取り引きへの次の6つの(6)変更のアプローチを着手した:

1. 教育およびコミュニケーション。 情報の欠乏がか不正確な情報および分析あるところ。 変更への抵抗を克服する最もよい方法の1つは次のとおりである: 変更の努力についての人々を教育するためあらかじめ知らせ。 先行するコミュニケーションおよび教育の助けの従業員は変更の努力の論理を見る。 これは構成の変更の効果に関する根拠がなく、不正確なうわさを減らす。

2. 参加および介入。 創始者に変更を設計するすべての必要な情報がないところ、そして他に抵抗するかなり力があるところ。 従業員が変更の努力にかかわるとき彼らは変更がほしいと思って本当らしかったりよりもむしろそれに抵抗する。 このアプローチは変更でただ同意するアプローチの抵抗を減らして本当らしい。

3. Facilitationおよびサポート。 人々が変更に抵抗しているところ調節問題のために。 困難な時の間に従業員の支えるによって、マネジャーは潜在的な抵抗を防ぐことができる。 経営サポートは従業員が過渡期の間に彼らの恐れおよび心配を取扱うのを助ける。 変更への抵抗の基礎は次のとおりでが本当らしい: 有害な影響の形態があるという認識は構成の変更によって引き起こった。 このアプローチのために典型的特別な訓練および勧めることは、外の正常なオフィス前提である。

4. 交渉および一致。 誰かまたはグループが変更のために失うかもしれないところ、そしてその個人はかグループに抵抗するかなり力があるところ。 マネジャーは変更に抵抗しないために従業員に奨励策を提供することによって抵抗を戦うことができる。 これは脅している変更の拒否権のある特定の要素への変更に抵抗している人々の許可によってすることができる。 または変更に抵抗している人々は早い買占めまたは退職によって会社を残す奨励策を提供することができる。 変更の努力の経験を避けるため。 このアプローチはそれらの抵抗の変更が力の位置にあるところに適切である。

5. 処理およびCo-option。 他の作戦が余りに高くない働かないし、ところ。 有効な処理の技術が次のとおりであるKotterおよびSchlesingerは提案する: 変更に抵抗している人々と任命するため。 Co-optionは出現のために変更の経営の計画グループに人よりもむしろ本質的な貢献を持って来ることを含む。 これは頻繁に、変更に抵抗している人々のリーダーを変更の努力に加わるために選ぶことを含む。 これらのリーダーは変更の努力を脅さないで意思決定に於いての記号による役割を、与えることができる。 これに注意しなさい: トリックされていることにこれらのリーダーが感じれば、変更の努力のリーダーシップに決して含まれていなかったらそれ以上の抵抗を押して本当らしいより。

6. 明確な、暗黙の強制。 速度が必要であるところ。 そして最後の手段としてだけ使用されるため。 マネジャー明確または暗示的に変更への抵抗が導くことができるゆとりの作成によって変更の受諾に従業員を、強制できる: 仕事の損失、解雇、従業員の移動、または従業員を促進しないこと。

フォーラム フォーラムでの議論:Six Change Approaches。 Dealing with Resistance to Change - MAINTAINING STATUS QUO means living and working within the known and the comfort zone. - CHANGE means going beyond frontiers of the known, learning to work with new challenges. - RESISTANCE TO CHA... 18   4コメント Change Ability is a Core Competence The capacity or ability of an organization to change quickly and successfully (skillfully combining various change approaches) can be viewed as a core competence, which can be continually upgraded and... 18   16コメント Why Communication is Crucial in Change Processes Communication is a very critical process in today's challenging times. The success factor is proper communication on: - Why the change is inevitable, and - Why the support and involvement of all st... 18   4コメント Everyone is Part in Change There is a saying that says "you either get better or you get worse"; you don't stay the same. So anyway you slice it, you are part of change, it's either good or bad. This goes for every part of an... 14   2コメント Combining Multiple Change Approaches? In order to select the appropriate change approach (as categorized by Kotter), it's useful to understand the change management iceberg model of Kruger. There are probably different groups with differe... 12   6コメント Resistance to Change Types Resistance to change can be considered along various dimensions: - Individual versus Collective resistance - Passive versus Active resistance - Direct versus Indirect resistance - Minor versus Ma... 11   First Values and Culture I believe that the change must be made by participation and involvement but first we have to work on organization values and culture because we have to prepare the field, any other way can�t be follow... 11   Change Leadership AND Change Management: 2 Parts of the Same Whole Thank you for the video of this week explaining the differences between Change Leadership (CL) and Change Management (CM) in Kotter's view. I humbly suggest that they are mutually inclusive: Without... 9   23コメント Expansion (Change) in Business Focus Our company is undergoing a major change. We are expanding in a very fast pace and it is a great change! Due to expansion, we have recruited a lot of talented and good people who have the drive, passi... 7   2コメント Participatory Approaches Towards Taking on Change I think you will find in most cases larger organisations will use a programmatic approach, i.e. a top down approach towards implementing and communicating change. Here I believe issues arise as it doe... 7   2コメント Using Change Approaches for Post-election Violence Extremely useful information. I used it to advice people on post election violence and on how they can manage change.... 6   1コメント Displacement Through Change Forging change of a political government and of leadership in a country may mean displacement of political leaders in power. In such case, it appears that their resistance to change is influenced by p... 4   Approach #7 to Deal with Resistance I would add 7th approach. This is facilitation to inner, spiritual development of all those involved into change. Wise people do not resist change, but are open to it. Inner spiritual path, growth to ... 3   Mention Change in Introduction Training It is advisable to emphazise the subject of change (management) during the introduction training of new employees.... 3   3コメント Organizational Ideology as a Change Approach I believe another (7th) approach to change could be: 'Organizational Ideology'. Ideological change following the situation is a competency and shows the flexibility of management. One way to change ... 2   2コメント Kotter Change Model and ADKAR Model I am comparing Kotter's model with ADKAR from Prosci, they closely resemble each other though Kotter seems to be more forceful in implementing change.... 2   2コメント Resistance to Change not Just Self-Interest The first factor in resistance, self interest, may be something less "toxic" and that is complacency (Editor: ~self-satisfaction). At first an individual isn't resistant to change, per se, but it sim... 2   4コメント The Origin of Resistance to Change It is my belief that resistance to change stems from fear and lack of information. When free-flow of information forms part of the policy of an organization, every worker is able to analyze available... 2   4コメント Change Dynamics of People Being in the Organization for a Long Time It seems to me as if the longer people stay in an organisation, the more resistance they develop to any change initiative - despite their advantages. Is this impression of mine correct?... 2   3コメント First the Rational and Hard Factors Organizational change management can be effectively carried if the rational and hard factors are addressed first before applying the models which are supposed to address the emotional and soft factors... 1   1コメント Why *assume* they are wrong and we are right? Too many of these explanations for why "they" are fearful, uninformed, unaware are simply an excuse for failing to consider all the implications of the change. If you do that - and you still consider ... 1   1コメント 新しいフォーラムトピックを開始するについてのSix Change Approaches 無料で登録する

Six Change Approachesコースについての。 初心者コース 上級コース エキスパート向けコース

ベストプラクティス Six Change Approachesに関する最も評価の高いディスカッショントピック。ここでは、最も価値のあるアイデアと実用的な提案を見つけます。 🥇 5th Reason for Resistance to Change: Over Protectiveness of the Status Quo I am managing a change program for a voluntary organisation for people with learning disabilities whose over caring attitude has developed over decades. The necessary change needs to happen for the or... 14   6コメント 🥈 Manage Change Like a Salesman In order to make effective change, the manager has to believe in the change. It is top down. You hear words like "buy in" which means a manager has to talk up the change and make it practical and tang... 12   3コメント 🥉 Trust, change and management Trust creates trust, mistrust creates mistrust! Managers should create trust in order to be trusted by others. A barrier towards mistrust is a lack of knowledge and the understanding of concepts which... 6   4コメント

エキスパートのヒント Six Change Approachesについての高度な洞察（英語）。ここには専門家による専門的なアドバイスがあります。 コンサルティングのヒント 教えるためのヒント 実践的な実装のヒント Personal Networks of Successful Change Agents Leading Major and Minor Change Initiatives Organizational change is often difficult to achieve because it disturbs the hierarchical structures and the way to accom... Leadership Strategies for Change Initiate, implement, develop and sustain change In response to the high rate of change failure, Ken Blanchard and his team have developed the Blanchard Leading Through ... Key Success Factors when you're Designing your Change Management Program Best Practices, Change Management, Organizational Change In their article "Making Change Happen, and Making It Stick" (published in the online edition of strategy+business, Dece... Categories of Change Tools and Approaches Change Management, Organizational Change According to Christensen et al. in HBR Oct 2007, 4 types of "tools" can be distinguished, depending on the extent that p... What Change Agents Should I Use? Change Management, Organizational Change, Turnaround Management When choosing between internal or external change agents, organizations should consider following advantages and disadva... Six Crucial Mind Shifts for Strategy Execution / Implementation Change Management, Strategic Change, Resistance to CHange, Strategy Implementation Speculand (2009) suggests six mind shifts that people should consider when they're implementing new strategies in organi... Types of Change. Classification Change Management, Organizational Change, Expected/Unexpected Change, Incremental/Radical Change Organizational change varies along at least to dimensions (expected-unexpected and incremental-radical) and can be manag... The Role of the CEO in Strategic Change Initiation Communicating Strategic Change In management literature the role of the CEO in formulating and implementing strategic change has often been emphasized.... Approaches to Planned Change Change Management, Organizational Change Organizations may take one of the following three approaches to planned change: - Structural Approach: The structural a...

の情報源 Six Change Approachesに関するさまざまな情報源。ここでは、独自の講義やワークショップで使用するパワーポイント、ビデオ、ニュースなどが見つかります。 Your Organization Needs to Change its Strategy Implementation Method Strategy Execution, Strategic Change, Change Management, Strategy Implementation Dr. John Kotter explains most clearly how the rate of change of events, technology, globalization, products and markets ... How to Communicate Organizational Change to Affected Audiences Organizational Change, Change Management, Change Communications This presentation elaborates on the process of communicating change towards those affected by the change. The presentati... Effective Change Leadership and Management: Principles, Frameworks and Tools Change Management, Change Leadership Comprehensive presentation on leadership and management in a change context. 1. Introduction and Overview 2. What is t... Organizational Change & Dev. Organizational Change Overview Overview paper on Organisational Change and Development by Sharika Gupta Sr. deals with following topics: 1. INTRODUCTI... Resistance to Change and Its Management Change Management, Resistance to Change, Change Resistance This presentation focuses on a specific dimension of change management, namely the management of resistance to change of... Dealing with Resistance to Change Change Management, Resistance to Change This presentation focuses on resistance to change and ways to overcome or prevent it. The presentation has good graphics... Change Management versus Change Leadership Understanding the Difference Between Change Management and Change Leadership This video explores and explains some differences between Change Management and Change Leadership: CHANGE MANAGEMENT ... Managing Organizational Change Change Management, Leading Change, Organizational Development This is a presentation about the ways to manage change. The presentation includes the following sections: 1. Introducti... Dealing with Strong Resisters Dealing with Resistance to Change, Change Management, Training, Workshop Dr. John Kotter gives remarkable advice on dealing with "No, No, People" (strong resisters in change initiatives). Acco... Compensation for Change Change compensation This paper by Karen Hopper Wruck explains why establishing a strong, positive relation between rewards and performance i... Managing Organizational Change and Managing Stress Organizational Change; Change Management; Stress Management Presentation about organizational change with a special emphasis on stress management. The presentation includes the fol...

ツール Six Change Approachesに関する便利なツール。 ニュース 動画 プレゼンテーション   書籍 アカデミック もっと

6 (6) Change Approachesをと比較した: Change Phases  |  ContingencyTheory  |  Changing Organization Cultures  |  Leadership Styles  |  Core Group Theory  |  Bases of Social Power  |  Organic Organization  |  Planned Behavior  |  Business Process Reengineering  |  Kaizen  |  People CMM  |  Change Management  |  Dimensions of Change  |  4 Dimensions of Relational Work  |  Levels of Culture  |  Office of Strategy Management  |  組織のパフォーマンスおよび変更の原因モデル

経営ハブに戻る: 変更と組織 |   人材 |   リーダーシップ  |  プログラム・プロジェクト管理  |  戦略とイノベーション

より多くの方法、モデル、理論