Which approach were the managers using to enlist cooperation for the change when the human resources department manager agreed to authorize one-hour lunch breaks?

The managers were employing negotiation and reward when the human resources department manager agreed to authorize one-hour lunch breaks. This approach is characterized by bargaining and offering incentives to encourage cooperation among employees. By agreeing to provide an extended lunch break, the manager is essentially negotiating a change that may foster goodwill among staff, which can lead to greater acceptance of further changes or initiatives within the organization.

Negotiation often entails compromising or offering something that employees value in return for their support or cooperation on other matters. In this case, the approved longer lunch breaks represent a reward that meets employee needs and encourages their willingness to engage positively in the change process. This strategy can help in easing resistance and facilitating smoother transitions in organizational change efforts.

Other approaches, such as facilitation and support, might involve providing resources or training to help employees adapt, while participation and involvement emphasize engaging employees in the decision-making process. Education and communication focus on informing employees about changes and their implications. However, the method used in this scenario is distinctly centered around negotiation to achieve a cooperative agreement.