Six Change Approaches
(Kotter)

Centro de Conhecimento

Seis (6) Change Approaches de Kotter e de Schlesinger são um modelo para impedir, diminuir ou minimizar a resistência à mudança nas organizações.

Razões para a resistência à mudança

De acordo com Kotter e Schlesinger (1979), há quatro raciocinou que determinados povos estão resistindo a mudança:

1. Self-interest Parochial. Alguns povos são concernidos mais com a implicação da mudança para se e como pode afetar seus próprios interesses, melhor que considerando os efeitos para o sucesso do negócio.

2. Engano. Problemas de comunicação; informação inadequada.

3. Tolerância baixa da mudança. Determinados povos são muito afiados no sentimento seguro e que tem a estabilidade em seu trabalho.

4. Avaliações diferentes da situação. Alguns empregados podem discordar com as razões para a mudança e com as vantagens e as desvantagens do processo da mudança.

Seis abordagens ao negócio com resistência à mudança

Kotter e Schlesinger ajustaram para fora os seguintes seis (6) abordagens da mudança ao negócio com resistência da mudança:

1. Instrução e comunicação. Onde há uma falta da informação ou informação e análise inaccurate. Uma das mais melhores maneiras superar a resistência à mudança é: para informar de antemão e educar povos sobre o esforço da mudança. Os empregados precedentes das ajudas de uma comunicação e da instrução vêem a lógica no esforço da mudança. Isto reduz os boatos unfounded e incorretos a respeito dos efeitos da mudança na organização.

2. Participação e participação. Onde os iniciadores não têm toda a informação necessária para projetar a mudança, e onde outros têm o poder considerável resistir. Quando os empregados são envolvidos no esforço da mudança são mais prováveis querer a mudança melhor que resistem-na. Este abordagem é provável diminuir a resistência daqueles, que aquiescem meramente na mudança.

3. Facilitation e sustentação. Onde os povos estão resistindo a mudança, por causa dos problemas do ajuste. Sendo de suporte dos empregados durante épocas difíceis, as gerente podem impedir a resistência potencial. A sustentação Managerial ajuda a empregados tratar de seus medo e ansiedade durante um período de transição. A base da resistência à mudança é provável ser: a percepção que haverá algum formulário do efeito prejudicial ocasionou pela mudança na organização. Típico para este abordagem são o treinamento especial e aconselhar, premisoes de escritório normais exteriores.

4. Negociação e acordo. Onde alguém ou algum grupo podem perder para fora por causa de uma mudança, e onde esse indivíduo ou grupo têm o poder considerável resistir. As gerente podem combater a resistência oferecendo incentives aos empregados não resistir a mudança. Isto pode ser feito permitindo os povos que estão resistindo a mudança a determinados elementos do veto da mudança que estão ameaçando. Ou os povos que estão resistindo a mudança podem ser oferecidos os incentives para deixar a companhia com os buyouts adiantados ou com as aposentadorias. A fim evitar a experiência do esforço da mudança. Este abordagem será apropriado onde aquele a mudança resistindo está em uma posição do poder.

5. Manipulação e Co-opção. Onde outras táticas não trabalharão nem são demasiado caras. Kotter e Schlesinger sugerem que uma técnica eficaz da manipulação é: para co-opt com povos que estão resistindo a mudança. a Co-opção envolve trazer uma pessoa em um grupo de planeamento da gerência da mudança para a causa das aparências melhor que sua contribuição substantiva. Isto envolve frequentemente selecionar líderes dos povos que estão resistindo a mudança, participar no esforço da mudança. Estes líderes podem ser dados um papel simbólico na tomada de decisão, sem ameaçar o esforço da mudança. Anote isto: se estes líderes sentirem que estão sendo enganados, são prováveis empurrar a resistência mesmo mais adicional do que se forem incluídos nunca na liderança do esforço da mudança.

6. Coerção explícita e implícita. Onde a velocidade é essencial. E para ser usado somente como por último recorra. Gerente pode explicitamente ou implicitamente forçar empregados em aceitar a mudança, fazendo o espaço livre a que a resistência à mudança pode conduzir: perdas dos trabalhos, dismissals, transferências do empregado, ou não promover empregados.

Fórum Fórum de discussões sobre 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 comentários 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 comentários 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 comentários 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 comentários 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 comentários 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 comentários 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 comentários 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 comentários 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 comentários 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 comentários 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 comentários 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 comentários 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 comentários 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 comentários 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 comentários 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 comentários 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 comentários Comece um novo tópico sobre Six Change Approaches Inscreva-se grátis

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Melhores Práticas Os tópicos mais bem avaliados sobre Six Change Approaches. Aqui você vai encontrar as idéias mais valiosas e sugestões práticas. 🥇 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 comentários 🥈 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 comentários 🥉 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 comentários

Dicas de Especialistas Conhecimentos avançados sobre Six Change Approaches (Inglês). Aqui você encontrará conselhos profissionais de especialistas. Dicas de Consultoria Dicas de Ensino Dicas Práticas de Implementação 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...

Fontes de Informação Várias fontes de informação sobre Six Change Approaches. Aqui você encontrará powerpoints, vídeos, notícias, etc. para usar em suas próprias palestras e workshops. 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...

Ferramentas Ferramentas úteis sobre Six Change Approaches. Notícias Vídeos Apresentações   Livros Acadêmico Mais

Compare com seis (6) Change Approaches: 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  |  Modelo Causal do performance e da mudança Organizational

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