The role of the manager as an agent of change
”For any manager to be effective in the change process, he” must own the process”
i) Provide information in advance: i.e. the reason for change, its nature, timing and impact on both the organization and the individual.
ii) Encourage participation: If subordinate participation is encouraged in establishing the change, they will support change.
iii) Guarantees against loss: Give truthful guarantees that there will be no lay offs or pay reductions as a result of the changes.
iv) Make only necessary changes: Don’t make changes for the sake of change; every change introduced must be justified.
v) Build trust: If a manager is trusted by employees’ resistance is likely to be less.
vi) Counseling: This will not only prevent rebellion but have some chance of stimulating voluntary adaptation.
vii) Allow for negotiation: Allow employees and managers to give their views and come to a consensus.
viii) Maintain useful customs and informal relationships: when possible changes could be made to coincide with the culture and personnel within the organization.
