Which one of the following can be the coping mechanism if the source of resistance to change is the fear of loss of power?

Correct option is D

When employees fear losing power, influence, or authority due to organizational change, they may actively or passively resist that change. This fear often stems from the perception that new systems, structures, or leadership dynamics will reduce their control, decision-making authority, or influence within the organization.

To cope with such resistance, redefining roles and re-orienting individuals within the new framework of change helps. This coping mechanism acknowledges their concerns, helps them visualize a meaningful position in the new structure, and offers them revised responsibilities or influence areas that reassure their professional identity and contributions are still valued. This promotes psychological ownership, reduces uncertainty, and builds trust in the change process.

Information Booster:

• This strategy targets power-based resistance, especially among middle managers or influential staff.

• It re-frames the employee’s identity within the changing organization, aligning their skills with new needs.

• It can involve reskilling, promotion to a strategic role, or shifting focus to influence in a different function.

• It helps in retaining experienced employees who may otherwise disengage or obstruct change.

• Builds a bridge between old authority structures and new organizational logic.

• Encourages acceptance by offering security, recognition, and a path to relevance.

• Particularly effective during major restructuring, digital transformation, or merger and acquisition scenarios.

Additional Knowledge:

(a) Active support from the top:
This is useful in building overall legitimacy for change, but it doesn’t directly address an individual’s fear of losing personal power. Top-down support may even intensify power concerns if not coupled with personal role reassurances.

(b) Participation and involvement:
While participation helps reduce resistance by creating ownership, it’s more effective for overcoming resistance due to lack of understanding or trust, not specifically power loss.

(c) Role clarity and definition:
Role clarity ensures that people know their responsibilities, which reduces ambiguity, but it does not redefine the role in a way that restores perceived lost power. It is more appropriate for coping with confusion or uncertainty, not power-based resistance.