The
Six (6) Change Approaches of
Kotter and Schlesinger is a model to prevent, decrease or minimize resistance to change in organizations.
According to Kotter and Schlesinger (1979), there are
four reasons that certain people are resisting change:
Parochial self-interest (some people are concerned with the implication of the change for themselves ad how it may effect their own interests, rather than considering the effects for the success of the business)
Misunderstanding(communication problems; inadequate information)
Low tolerance to change (certain people are very keen on security and stability in their work)
Different assessments of the situation (some employees may disagree on the reasons for the change and on the advantages and disadvantages of the change process)
Kotter and Schlesinger set out the following
six (6) change approaches to deal with this resistance to change:
Education and Communication - Where there is a lack…
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