In which scenario is the facilitation and support method used to manage resistance to change?

The facilitation and support method is applicable in situations where individuals face difficulties adjusting to change, as mentioned in the context of adjustment problems. This method emphasizes providing help and guidance to employees as they navigate new processes, systems, or cultures introduced by the change. By recognizing that resistance often stems from fear, uncertainty, or discomfort with new practices, this approach focuses on offering emotional and practical support to alleviate those concerns.

In this scenario, the effectiveness of facilitation and support is clear because it addresses the root cause of resistance—adjustment challenges. Managers can foster open communication, provide training, and create a supportive environment, which helps individuals feel more comfortable and accepted during the transition. This method ultimately enables smoother adaptation to the change initiatives in place.

Other scenarios may require different change resistance management methods. For instance, when the initiators lack information required for change design, different strategies focused on information dissemination would be more relevant. Similarly, in scenarios where the group holds significant power to resist, a more authoritative approach might be necessary, whereas situations requiring swift action with extensive power would benefit from a different management strategy focused on direct influence or persuasion.