MANAGING CHANGE IN AN ORGANIZATION
Name of student
Change is an inevitable life reality that we encounter in our dailylives. Whether at a personal, group or national level, change hasdiverse effects on human activities. According to Griffin R. W., &Moorhead G. (2014), it is a reality that managing and coping withchange is a non-stop process, complicated and stressful.
Atthe driving seat of change are managers or group leaders. They livewith a tormenting but a worthy nightmare of convincing the employeesto embrace the changes. This often results in resistance based on acombination of individual, group or organizational features. This maysometimes force some managers to throw in the towel and tell workers“things are going to change, just suck it up.” This paper willtackle key facets of ensuring there is a smooth change in theorganization by looking at best ways managers can successfully planand implement change programs.
Inmodern day business world, change arises from government legislation,competition, technology, and business mergers and acquisition. A bigstumbling block to change initiatives is resistance, a typical humanresponse to stimuli mechanism. Individuals can be resistant due tohabits fear of the unknown, fear of losing jobs, direct costsarising from the proposed change, threats to the status of theinfluence of power or resource limitations. Others are the selectiveperception of change information, reduced trust in the management oraltered relationships in the interdepartmental dynamics (Griffin, R.W., & Moorhead, G. (2014).
Strategiesfor minimizing change resistance
Effectiveimplementation of change calls for feasible strategies of reducingits resilience. First, leaders need to involve and make employeesparticipate in the process from the onset. Their ideas and interestare included hence making them more likely to accept the change(Green A. & Hauser J., 2012).
Secondly,communication about key aspects of the change to employees isnecessary. Workers resist change when they are unsure of its natureand consequences. A blend of informal and formal communicationstrategies ensures that employees ask questions to the seniormanagement without fear of reprisal. This also enables the managementto know what workers think, whether they have accepted, undecided orhighly resistant to the change proposal (Doherty, Wooton & Horne,2014).
Thirdly,leaders should show empathy and support to workers affected by thechanges. This calls for managers to listen to employee concerns andgive assistance and reassurance to help reduce frustration and fears.For example, technological changes often lead to fear of losing jobsfor people with no such skills. The organization should arrange fortraining, seminars, and coaching on new skills (Module 10, pp. 6)
Additionally,the organization can adopt extremist strategies of negotiation andcoercion if workers still fail to embrace change. This is where othermanagers go the ‘just suck it up’ way. Coercion should makeleaders consider the position of the employee to which it isapplicable. Either the change or the worker should give way in such acase.
Inconclusion, change is a living reality that both managers and workersshould anticipate and possibly embrace. Resistance is equally apervasive aspect of modern organizational life. This calls on leadersand their juniors to adopt a feasible plan to live up to realities ofchange.
Studentone answered the question well regarding the content of thediscussion topic. The student provided the potential causes ofresistance. When the causes of resistance to change are identified,the development of strategies for addressing them becomes easier.However, some points are not well elaborated. For example, pointnumber three under resistance to change is not well expounded. Thewriter also failed to conclude the discussion based on the body ofthis work. I also think using paragraphs in presenting points is bestin such a discussion-based essay other than using lists.
In the second posting, the student addressed the content well inexplaining causes of resistance to change among employee andstrategies to tackle the resilience. However, the work looks jumbledup with points and their explanations listed. I think the point couldflow when they are discussed in paragraphs. Using connectors such asalthough, first, therefore and many others brings good point flow inan essay. The content is also based on only one source as referencedby this student. The student’s conclusion is not clear from thebody of the essay.
Doherty T. L., Wootton S. & Horne T. (2014), Managing PublicServices – Implementing Changes: A Thoughtful Approach to thePractice of Management, Routledge.
Green, A., & Hauser, J. (2012). Managing to change theworld: The nonprofit manager`s guide to getting results. SanFrancisco: Jossey-Bass.
Griffin, R. W., & Moorhead, G. (2014). Organizationalbehavior: Managing people and organizations. Mason, OH:South-Western/Cengage Learning.
Hon, A. H., Bloom, M., & Crant, J. M. (2014). Overcomingresistance to change and enhancing creative performance. Journalof Management, 40(3), 919-941
Introduction to Business Management and Organizational Behaviour,Organizational Behaviour – Change, Module 10