Outline the Different Management Approaches or Competencies Which Managers Could

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The Answer is There are six approaches managers could use in the process of implementation of change programs in order to manage resistance:
Education and communication.All employees should be educated about anticipated changes through effective communication.When employees receive the logic of a change, then misunderstanding disappears.It also increases trust between managers and employees.
Participation and involvement of individuals and groups.It is important to invite both individuals and groups to participate in the change process, which minimises resistance.When they make a meaningful contribution and make collective decisions it is hard for them to go against it.
Facilitation of support.Managers can offer a range of supportive services for needy employees in the process of change.It reduces employees fear and anxiety as well as their resistance towards change.
Negotiation and agreement.This is needed when resistance comes from powerful organisational members and it indicates that the change plan is not feasible.If it is the case, the development of political support for change is necessary.Organisations are made up of powerful individuals and groups that can either block or promote change, and change agents need to gain their support to implement changes.
Manipulation and co-option.This is not very popular compared to previous approaches.However, in reality it might be useful to convince employees that anticipated changes should be introduced.It is better to avoid this approach if possible.
Explicit and implicit coercion.This means using both explicit and implicit threats on employees who resist change.This method shouldn't be utilised unless there is the potential of physical risk for employees who do not adapt to the change.

Outline the Different Management Approaches or Competencies Which Managers Could

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