Introduction The evolution of change is important to an organization in order to explore new opportunities, allow employees to be creative while learning new ideas and skills, and ultimately help to give an organization a competitive edge over adversaries in their field. Change allows an organization to keep up with economic conditions and advancing technology, while helping an organization’s growth opportunities and the needs of its customer base. Change is never easy for any business. An organization’s transitional change process will gain resistance from people within an organization who are use of old policies and technology (Carroll, 2002). People who resist change are those who feel that the changes will only make things worse as time
The Context is really important, context is a system which is design by the senior executives or by the leaders in the organization to learn. If the design is not good either you are motivated or smart you cannot implement what you learn for the learning and growth there should be favorable context. If the context or system does not change it will not support to individual behavior change and it will eventually set off to fail. Michael talks about the silent killers within the organizations when he asked managers in the interview sessions what barriers they faced to implement what they learn from the training and to change themselves so he comes up with six barriers which restrict them to implement what they
Diverse judgement to the change – Some people will not realise that is a change is required or believe the changes should be carried out differently. The first step to take to decrease the intent to resist the change plan is to depersonalise the issue. “Depersonalising the problem decreases the emotional reactivity to the situation, which allows for, and even encourages change. Once the emotional reactivity has dissipated, the firm and employees are able to move into the change mode.” (Balestracci, 2003, p. 42) Kotter and Schlesinger suggest that the six main resistances to change approaches are the following: 1. Education and Communication – communicate with the employees prior to the change and inform them on the change process and why is essential, this will prevent misleading information to get to different people.
Resistance to change in Organisational Development The aim of organisational development process is to bring change in order to enable growth and increase the effectiveness of organisations. The challenge is that clients might resist this change. Resistance to change can be defined as the act of opposing or struggling with modifications or transformations that alter the status quo within the workplace (Heathfield, 2015). Caneda and Green (2007) further define it as the emotional and behavioural response by the affected employees to actual or imagined threats that may be caused by the change to the established work routine. Boohene and Williams (2012) state that the resistance to organisational change can be one of the impediments to organisational
• The team leader’s inability to strategically place self from a manager who is supervising team members to now a team leader for the team. Managers in general is someone who has certain characteristics that differentiate their role from the team member’s role. In general managers have standards of expectation and performance from those managing, which are • It was further noted that the team leader did not want to engage further in discussions and simply stated it won’t work, because it was tried in the past and was not effective. the several approaches are important to increase cohesion in work teams…training in social interaction skills, such as effective and active listening and conflict management, can improve communication and cohesion…training in task skills, such as goal setting and jobs skills, improves the team’s ability to work successfully.” It is important also to note that mangers to some degree are also expected to expend, account for responsibilities related to the company’s goals…and according to Leigh Thompson achieving results directing the activity of others by setting challenging goals for personal and team accomplishment and by controlling their achievements.”
They control their staff and force them to do their will and they do not allow their team to make contributions. This style can hinder staff ideas that may be beneficial for the setting but in the hand, it can be helpful in other situation such as where finance is involve. Democratic leaders enable their team to make contribution but they make the final decision. This leadership style inspires teamwork and motivate them to do their best. This enables staff to nurture and develop skills - why is this important in the workplace?
1. Introduction It is crucial for managers to understand what motivates employees because only then will they be able to meet their needs and demands. Employees will be more motivated and committed to the organization when their important needs are met and when these important needs are not met, their morale suffers and this weakens their motivation in the long run. Like all other companies, Microsoft does its bid to keep its staff motivated and the theories I found to be used by Microsoft to motivate its employees are Douglas McGregor’s Theory X and Theory Y, Abraham Maslow’s hierarchy of needs and McClelland’s theory of needs. 2.
As we transform to achieve our vision, our culture must keep pace with our business needs and should reflect what our customers want and expect from us. However, an identifiable gap exists between the stated culture of a company, where companies want to be and the actual culture, the behaviors employees actually display. We must rely on our leaders to help bridge that gap and drive the desired cultural shift by employing the techniques that help drive organizational culture such storeytellting and focused recognition. (Clampitt
As a result of rapid technological advancement, many organizations are demanded to develop and implement different projects towards the objectives of the organization. For these projects to be developed and implemented accordingly, the projects have to be divided into phases. There are four basic stages of project development life cycle. These are, initial phase, planning phase, execution phase and closure phase. As such, during project development and implementation, all the above phases need to be considered and ensured that proper planning is put in place for effective project development to be achieved.
Reacting with irregular emotions can be detrimental to overall culture, attitudes and positive feelings toward the company and the duty. Good leaders must be self-aware and understand how their verbal and non-verbal communication can affect the team (Martinez-Pons,