Change Management Simulation

1. Playing this simulation has helped me understand the interdependent nature of organizational change management. It has highlighted the complex nature of change management that every director or executive must face to keep all the employees of the company onboard. They must do their best to keep the employees together though it may so appear that the employees do not seem to easily agree with one another. Also, the discrepancies between the middle-level and tactical-level employees could be though it were obvious. When certain changes were made to make the tactical-level employees happy, the middle-level managers seemed to think that was a bad idea, and when the middle-level managers found an idea quite exciting, there was little to no interest from the side of the workers who worked on the assembly lines or at the tactical levels.
2. There was only 1 scenario that I had to manage, but it ultimately taught me the importance of listening to people. The morale of the employees partly depends on how well they are heard by their supervisors and what all can be possibly done by their supervisors to make the accommodations necessary for them feel more comfortable. Additionally, I learnt that change management is one of the most
I found that it is nearly impossible to make everyone happy, but in many cases, happiness may be too extreme of a goal to aim for, and managers and executives simply need everyone to agree though they may not be overly enthusiastic about the programs and change. Naturally, when the majority turns to the favor of change management in an organization, the minority could finally be convinced to understand the errors of their ways and accept the change in the company. This doesn’t happen quickly but rather through a number of steps which is