Even though education and communication, participation, negotiation, top management support, and coercion can all be used to manage resistance to change, coercion should be used only in a crisis or as a last resort.

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Coercion can create negative effects and damage relationships with employees, so it should only be used in exceptional circumstances when all other methods have failed. It is important to promote a culture of willingness to change through communication and participation, rather than relying on coercion to force compliance.

Even Though Education and Communication, Participation, Negotiation, Top Management Support