Six Change Approaches
(Kotter)

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変更への抵抗を取扱うこと。 KotterおよびSchlesingerのSix Change Approachesの説明。 (「79)

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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。


Six Change Approaches フォーラム
  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 the ideology of an organization is by imp...
     
 
  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 mu...
     
 
  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 organization, so if we can get all our pe...
     
 
  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 tangible to the people who are going to make the chang...
     
 
  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 does...
     
 
  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 CHANGE means avoiding newer responsibilities ...
     
 
  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?...
     
 
  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 parochial self-interests, and the tolerance for cha...
     
 
  Diversity and Inclusion
When organizational change involves creating a more diverse and inclusiveness work environment, resistance by some employees may be embedded in fundamental issues such as values and beliefs. Which of Kotter's change approaches may prove most effectiv...
     
 
  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....
     
 
  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 staff is crucial for successful and cost eff...
     
 
  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 you're right - at least you'll be able to explain ...
     
 
  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 Major resistance...
     
 
  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, passion for growth/change. The big issue is however tha...
     
 
  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 self-awareness and being One brings this wisdom an...
     
 
  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 simply doesn't occur to them. Comfort and comp...
     
 
  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 information objectively and this eliminates fear ...
     
 
  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 leads to the ineffective implementation thereof. ...
     
 
  Change Ability is a Core Competence
The ability of an organization to change quickly and successfully (skillfully combining above and other change approaches) can be viewed as a core competence, which can be continually ...
     
 

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ベストプラクティス - Six Change Approaches プレミアム
  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 organisation's survival.
I think there is a 5th...
     
 

Expert Tips (ENG) - Six Change Approaches プレミアム
 

Personal Networks of Successful Change Agents

Organizational change is often difficult to achieve because it disturbs the hierarchical structures and the way to accomplish things. For this reason ...
Usage (application)Leading Major and Minor Change Initiatives
 
 
 

Leadership Strategies for Change

In response to the high rate of change failure, Ken Blanchard and his team have developed the Blanchard Leading Through Change program, in whic...
Usage (application)Initiate, implement, develop and sustain change
 
 
 

Key Success Factors when you're Designing your Change Management Program

In their article "Making Change Happen, and Making It Stick" (published in the online edition of strategy+business, December 20, 2010), Ashley Harshak...
Usage (application)Best Practices, Change Management, Organizational Change
 
 
 

Categories of Change Tools and Approaches

According to Christensen et al. in HBR Oct 2007, 4 types of "tools" can be distinguished, depending on the extent that people agree on WHAT they want ...
Usage (application)Change Management, Organizational Change
 
 
 

What Change Agents Should I Use?

When choosing between internal or external change agents, organizations should consider following advantages and disadvantages of each o...
Usage (application)Change Management, Organizational Change, Turnaround Management
 
 
 

Six Crucial Mind Shifts for Strategy Execution / Implementation

Speculand (2009) suggests six mind shifts that people should consider when they're implementing new strategies in organizations. These are outlined an...
Usage (application)Change Management, Strategic Change, Resistance to CHange, Strategy Implementation
 
 
 

Types of Change. Classification

Organizational change varies along at least to dimensions (expected-unexpected and incremental-radical) and can be managed by classifying it in one of...
Usage (application)Change Management, Organizational Change, Expected/Unexpected Change, Incremental/Radical Change
 
 
 

The Role of the CEO in Strategic Change Initiation

In management literature the role of the CEO in formulating and implementing strategic change has often been emphasized.
An interesting view to s...
Usage (application)Communicating Strategic Change
 
 
 

Approaches to Planned Change

Organizations may take one of the following three approaches to planned change:
- Structural Approach: The structural approach focu...
Usage (application)Change Management, Organizational Change
 
 

リソース - Six Change Approaches プレミアム
 

ニュース

change Kotter
     
 

ニュース

change resistance
     
 

動画

change Kotter
     
 

動画

change resistance
     
 

プレゼンテーション

change Kotter
     
 

プレゼンテーション

change resistance
     
 

もっと

change Kotter
     
 

もっと

change resistance
     

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


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