August 8, 2011
Major change in any organization can be either very exciting for those employed or it can be a time of worry and frustration for those same employees. Depending significantly on the way the management handles the change, implements the change, and educates employees about the change and how it will affect their work. “Change can have a devastating effect on people exposing them to feelings of loss, doubt, stress and impulsiveness, as well as feelings of comfort, where they experience a sense of achievement, pride or belong (Marquis &Huston, 2006). Further discussion on how to avoid negativity towards change including the manager’s role, how to deal with resistance from employees, and the steps within the change process will follow.
The Manager’s Role
The first role a manager has when implementing change is to be responsible for the planning of the change (which will be discussed later), but basically this includes everything from assessing the need for the department, developing a plan, and carrying out the process from beginning to end. When discussing change that has already been initiated, and is ready to be implemented, the primary role a manager can play in creating a successful outcome is education. It is imperative for staff to understand the need for the change, and furthermore to understand how the change will work, and how the change will affect each employees’ specific job duties and what it may mean for each person’s work flow. By providing ample opportunities for education there is likely to be less friction and resistance to the change. The more a manager can eliminate those elements of employee uncertainty the more likely the change will be successful.
What can be Done When There is Resistance to Change?
Regardless of how much education a manager provides staff with, there are instances when resistance is unavoidable. Going against the status quo is not... [continues]
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