Perrier Case Study

The key elements of resistance to change that Perrier experienced were lack of communication, bad timing, and employee’s predisposition towards change. Perrier’s failed to update their employees regarding the changes that affected the production of the company. They made a series of changes that many of the employees at Perrier felt were highly questionable and unnecessary. Employees were very uncertain whether or not they would still have the necessary skills to continue working at Perrier. Due to Perrier implementing these drastic changes in such a short span of time they should be aware that some employees may not agree with their changes, and might not work to their full potential. Since majority of Perrier’s employees felt many of the changes were unnecessary, which caused a lot of mistrust between employees and management.

Perceived Negative Effect on Interests also played a major factor. “The readiness for change also will be affected by people’s perceptions of the likely effect of the change on their “interests,” a term that can cover a wide range of factors including their authority, status, rewards (including salary), opportunity to apply expertise, member- ship of friendship networks, autonomy, and security. People find it easier to be supportive of changes that they see as not threatening such interests and may resist those that are seen as damaging to these interests.”(OCR p.163) Moreover the employees at Perrier were very afraid about the outcomes of the change for their own sake and how it will affect their own interest, and not considering results and success of the business.

In order to properly manage the change I will implement the six methods for managing resistance, which are education and communication, participation and involvement, facilitation and support, negotiation and agreement, manipulation and