In the context of change strategies, what does 'Force-Coercion' entail?

'Force-Coercion' as a change strategy is focused on leveraging authority and utilizing rewards or punishments to implement changes within an organization. This approach is often employed when there is a need for rapid change or when the consensus may be difficult to achieve. It reflects a top-down strategy where leaders or managers use their positional power to mandate change, ensuring compliance through the use of incentives or consequences.

This method can be effective in situations where immediate action is required, such as during crises or when facing resistance from employees. However, while it may achieve quick results, the long-term sustainability of these changes can be challenging, as they may not foster genuine buy-in from employees who feel forced into compliance rather than engaged in the change process.

The other options represent different change strategies: engaging collaboration, logical reasoning, or gradual adaptation, which typically involve a more participative approach. These options focus on obtaining commitment and understanding from all affected parties rather than using authority as a primary means to drive change.