The use of dialectics approach in the change implementation process does not directly influence the change but it is risky as it may induce feeling of rejection, jealousy, anger and depression among the members who were involved in dialectic approach.
How will you nullify or reduce these feelings of employees if you are going to use this approach?
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As we know that thesis and anti-thesis are the characteristics of dialectics approach and therefore it is necessary that there should be a strong enough resistance force which should negate the presented suggestions to come up to the best plan. During this process negative feeling may arise.
In order to rule out or nullify these feelings one can do following:
1. whole team members are to sensitized about this fact.
2. Most responsible and serious persons may be involved in the process.
3. Appropriate technique among DA and DI be selected.
4. Trade off be made amongst the quality of plan and feelings.
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