Final answer:
Using coercion as a method of implementing change can lead to resentment and resistance, while internal drivers for change include organizational culture, leadership, employee motivation, and the need for innovation.
Step-by-step explanation:
Coercion as a method of implementing change can have several pitfalls. Firstly, it can lead to resentment and resistance from those who are being coerced, as they may feel violated or deprived of their autonomy. Coercion also does not foster a sense of ownership or commitment to the change, as it is imposed rather than chosen voluntarily. Additionally, there is a risk of unintended consequences and negative outcomes, as people may find ways to undermine or sabotage the change due to their lack of buy-in.Internal drivers for change can include factors such as organizational culture, leadership, employee motivation, and the need for innovation. For example, a company may have a culture that values continuous improvement and encourages employees to seek new ideas and strategies. This internal drive for change can help propel the organization forward and stay competitive in a changing environment. In contrast, organizations with a resistant culture or lack of motivation may struggle to initiate and sustain change.