Final answer:
Commitment is critical for the ownership of problems and change processes by those in crucial roles within an organization. It is about intrinsic motivation and responsibility unlike coercion, manipulation, or persuasion, leading to more sustainable and successful changes.
Step-by-step explanation:
The element that is contingent on ownership of the problem and ownership of the change process by those in critical positions within an organization is c) Commitment. Commitment comes from individuals who have a strong interest or stake in the organization and the outcomes of its change processes. This sense of responsibility and ownership contributes to the drive to initiate or respond to changes in a way that is aligned with the organization's goals. Unlike coercion or manipulation, which may be forced or deceptive, or persuasion, which involves changing attitudes or beliefs through communication, commitment relies on the voluntary and intrinsic motivation of those involved to make lasting changes. Therefore, those in key positions must demonstrate a strong commitment to both identifying the issues at hand and actively participating in the change process to achieve successful outcomes. This is especially important in collective decision-making and in navigating the complexities of organizational structures like bureaucracies, which have explicit rules, hierarchy of authority, and division of labor.