The strategy of negotiation and reward is employed by a corporation to overcome resistance to change by providing tangible incentives, such as higher wages. This approach seeks to address the concerns and fears of employees who might be apprehensive about changes that could affect their job security or compensation. By offering rewards, the corporation actively encourages acceptance and support for the new initiatives.
This method capitalizes on the principle that individuals are more likely to embrace change when they see a direct benefit to themselves. It creates a win-win scenario where employees feel valued and recognized for their contributions, which can significantly reduce opposition to change efforts. The negotiation component invites dialogue around the changes being proposed, allowing employees to voice their concerns and engage in a constructive conversation about how they will be compensated or otherwise supported during the transition.
In contrast, other strategies like facilitation and support focus more on providing guidance and resources without necessarily offering direct incentives. Likewise, participation and involvement rely on engaging employees in the change process itself, which may not always involve concrete rewards. Education and communication emphasize the importance of sharing information to ease worries, but they do not create immediate personal benefits to encourage acceptance. Hence, negotiation and reward stands out as a proactive strategy to mitigate resistance through financial or concrete means.