Reducing Resistance to change:-

Managing change has always been difficult and will always be fraught with danger because it is so easy
to introduce change the wrong way. Organizations are different, the reasons for change are different,
timescales and budgets are different.

1) - Education and communication:-

Psychologists and management consultants have put a lot of
effort into researching the concept of change and how we manage change. Change is unsettling
because it brings with it an element of uncertainty. And it is the uncertainty which is a major
cause of resistance to change. People can relate to facts- good or bad- but uncertainty and
contradicting messages breed unease and resistance. Communication must happen at all levels
of the organization and outside world in loop as change may affect suppliers and customers. Be
positive and treat unions as your friends. Use any communication channels and remember that
it is impossible to over communicate change. Some people may get fed up with the message. So
communication in the right way is very important.

2) _Participation and involvement:-

It is important to communicate with everybody about everything
in relation to the upcoming changes in order to reduce the uncertainty. So high involvement and
participation is very important, because if people are involved in change and understand the
reasons for it they become supportive of the whole idea and the change process.
3) – Facilitation and support:-

It is also very important to facilitate the other people by telling them

about the upcoming change. If an organization has been through a change initiative which left
everybody frustrated and in a negative mood, communication about further changes is likely to be met
with suspicion and mistrust. So a continuous support should be provided.

4) – Negotiation:-

Instead of changing our attitude to people we assume that in the main people are
willing, resourceful, cooperative and full of ideas then we are already on the way to a more successful
way of introducing change. Because if we approach change initiatives with a positive mind and attitude
that will send a positive and reassuring signal to everyone affected by the forthcoming change.

5) –. Selecting people who accept change:-

Always involve representatives from the areas affected.
Turning up for work to notice that your desk or work bench has been moved will cause no end
of resentment. People do not mind change, they just hate being changed.
Techniques for organizational development:-
There are following techniques we use in
organization to improve the performance as well as contribution of these techniques to lost
productivity. Business skills are more essential for career success. So here is the discussion about
those methods and techniques for training and development programs for employers and
employees.

1) Survey and feedback:-

In this method a survey is conducted to get the feedback from the
customers, employees and suppliers just to measure the performance of the organization. In
this method we check the feedback and the view points of the people about the
organization image. Their feelings and judgments about the organization. Either these
perceptions are good or bad, if good it means organization performance is good, or if bad
the organization should have to improve its managerial skills to enhance the performance.
2) Training:-
Better trained employees make the organizational performance better.
3) Coaching and canceling:-
After training the employees the next step is coaching them on the
regular basis. And conduct meeting with them to make them awake for upcoming change
and for the betterment of the organization performance.

4) Team building: - The Team Building technique assists you to diagnose the tameness,
interrelationships, role performance, effectiveness, and processes within the teams in your
organization. The outcome of the Team Quality gives you information on the weaknesses
and strengths in your teams. This may be necessarily followed by appropriate team building
or team improvement effort.
5) Process consultation: -There must be a vivid understanding and communication of the
strategic situation, purpose and direction among the stakeholders. Second, the resources
and people must be optimally committed to make the strategic change happen.
6) Third party intervention:- methods of third party intervention have found strong expression
in the field of conflict resolution, and yet there remains significant potential for
improvement in both theory and practice. It is essential to better understand the different
forms of intervention and their unique strengths in addressing destructive conflict,
especially at the intergroup level.