operational excellence 1

 Assignment

Resistance to change is a normal everyday aspect in the workplace.  Note what happens to the organizational climate when this resistance occurs and any tactics to reduce negative connotations when dealing with change.

Instructions:

Initial discussion: 250- 300 words minimum

Include at least one reference in your answer to the question. Your reference(s) should be APA compliant.

Two peer reply post

 B) Respond to AT LEAST Two student’s answers and post substantive comments on those threads, evaluating the pros and cons of that student’s recommendations. Your comments should extend the conversation started with the thread (also 25-300 word minimum) 

No plagarism

35 minutes ago

Anusha Pandey 

Week 1- Discussion

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With the change in the market and external environment, organizations also need to change to sustain it. The organization has to change its strategy and internal environment to cope up with the outside market. It is not always easy to change and adapt to changing surroundings. Mostly, employees find it difficult to adapt themselves to the change in the workplace. The resistance to changes occurs when employees don’t feel like changing their usual routine or job duty. They find the change challenging and difficult to adapt to the changing surroundings. Resistance to change can intensify if employees think they are involved in a series of changes that have had insufficient support to gain the anticipated results. These also include “little” changes that continuously take places, such as changes in work methods, routine office procedures, the location of a machine or a desk, personnel assignments, and job titles. They also become weary when changes happen too frequently, becoming a flavor-of-the-month instead of strategic action.
When an organization frequently changes without consulting the employee, it will separate your employees and drag down their morale. 
One of the best ways to minimize resistance to change is through communication. The way you communicate the change to the employee greatly impacts how much resistance to change will occur (Heathfield, 2021). Resistance to change can be minimized when a change is introduced with many discussions and employee involvement. Resistance to change is easy to see when employees are involved in making the change Employees are more likely to resist social change, which is the change in their human relationships than the technical change. Therefore, employees’ proper communication and involvement must reduce the negative connotations when dealing with change. The management must have regular interaction with the employees’ representatives so that they can also convince the employees about the effectiveness and profitability of implementing the changes. Besides, managers may provide rewards to the employees if they show generous support throughout the change implementation journey. Taking employee feedback into account can help improve the chances of success. 

Reference

Heathfield, S. (2021). How to Reduce Employee Resistance to Change. 

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Gopalakrishnan Rajkumar 

Discussion -1

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One of the most baffling and recalcitrant of the problems which business executives face is employee resistance to change” ( Harward Business Review, 2014). No one likes a change as most of them want to stick to their day-to-day routine, but if it is the need of the hour, you have to change and think of new ways of handling it. Change is needed as we live in a competition where everyone wants to be number in whatever field or technology the organization has in the market. The best way to reduce the negative connations is to make the employees participate in making the change and understanding the difference’s need. Many people developed a fear within them thinking about how they will opt with the shift as things will get new to them, and there will always be a taught what if they cannot handle it?
        There are instances where people will lose their control at work and blame the change for being less productive. People should be provided with the right amount of training and make things interesting to change voluntarily. With the shift, people must be worried about the loss of support system as they are already in their comfort zone where they should be ensured that support would be given to them for a month or two until and unless they get comfortable with the change. A small example at my work is we performed an upgrade of the software that the user is currently using, and with this upgrade, we wanted to make some changes to the existing process. Out of 10, 7 people backed out to explain the seven people regarding the change. A user was printing a report ten times a day, and as apart of the change, we told him that he would do this once a day, for which he was not up for it. We had to explain to him the benefit and how he will save paper which will benefit the environment in the end.
        Change is something people don’t like it but if you communicate to them correctly and explain the pros and con’s they will at least think about opting for the change. 

                 

Reference :

How to Deal With Resistance to Change. (2014, August 1). Harvard Business Review. 

https://hbr.org/1969/01/how-to-deal-with-resistance-to-change

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