Which of the following represents a high-risk strategy for overcoming resistance to change?

A high-risk strategy for overcoming resistance to change is characterized by tactics that may lead to negative consequences for relationships and organizational culture. Manipulation and force entail exerting pressure on individuals or groups to comply with changes, often without addressing their concerns or involving them in the process. This approach can create resentment, mistrust, and high levels of stress among employees, leading to a toxic work environment and potential fallout in terms of morale and productivity.

In contrast, strategies such as negotiation and support, involvement of employees, and clear communication emphasize collaboration, transparency, and active participation, which tend to foster a more positive atmosphere for change. These methods aim at addressing the concerns of employees, gaining their buy-in, and creating a sense of ownership over the change process, which are critical for successful implementation. Therefore, while the other options focus on constructive engagement and support, manipulation and force represent a detrimental approach that carries significant risks.