Based on the below answer plz mention do I agree with this answer or not and plz write some 250 words and any 3 references. ( this is dicussion forum)

A. Fear as a mechanism of change has been discussed in many fields, including psychology, business adminstration, and sociology. Citations suggest that fear is the most powerful tool for effecting change in organizations where employees must fear losing their jobs, working conditions and careers. However, this approach can have negative impacts and does not necessarily lead to lasting change.

First, fear-based changes are often short-lived, allowing employees to revert to their previous habits once the fear subsides. Research shows that fear-based management can lead to low employee morale, increased stress levels, and lack of trust in management. This can lead to increased absenteeism, lower productivity and increased employee turnover (Ndiaye & Sy, 2019). Therefore, fear-based approaches to change may not produce sustainable results.

Second, fear-based change does not foster employee engagement and innovation. If employees fear losing their jobs, they may feel uncomfortable speaking up or proposing new ideas. This can miss opportunities for improvement and innovation within the organization. Research shows that fear-based management can lead to lack of creativity, poor job satisfaction, and low motivation (Liu, Liu, Liu, & Gong, 2020). In addition, when employees feel valued and respected, they are more likely to be engaged, motivated, and innovative, leading to long-term success.

In summary, fear can be a powerful tool for organizational change in the short term. However, it does not lead to lasting change and can negatively impact employee morale, trust and ability to innovate. Therefore, it's important to consider other change mechanisms that drive employee engagement, such as: B. Promote a culture of trust, open communication, and employee participation in the decision-making process.