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Creative managers/leaders Essay

Change instills fear on people as they like to remain in the state they are at that moment. Changes in the workplace may occur in various dimensions. These include change in the structure, products or services offered by the company, administration and technological changes. There are always the consequences of these changes which may be positive or negative; some of them include layoffs at certain positions which are scrubbed off. Change of products or services might bring about competition or the need to acquire new markets while technology can change the working conditions and processes in the company.

Resistance to change is normally the most preferred option for workers no matter the benefits that comes with it. There are so many reasons why people resist change. The reasons includes the fear to let go what has been of great worth to them, some do not recognize the change and its repercussions, some don’t believe that the modification makes sense and others think they cannot manage the changes. There is also the fear of loosing control of the company and the implications which come with the changes.

Most people prefer to operate under the current system since they believe that it’s the best

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and the new system can be a source of problems and victimization to them. People resist change when something of great value to an individual is threatened. This danger might be actual or imaginary. Resistance come up due to actual understanding of the pace of change, lack of understanding of it or completes ignorance of the upcoming change. Ford and Ford framework of 2009 has proposed trends of change in the Michigan assembly plant which is undergoing a part of change after 50 years.

Some of the changes include, putting up a new ford focus and an electric focus. Resistance to change in the company has been used to achieve positive feedbacks for the company. To deal with this resistance to change Ford and Ford plant has organized a strategy that includes all the stake holders in the change. They are setting up a structure that leads to higher productions while ensuring that there is safe working environment. There is a way of life that is being built which encourages joint effort, answering various questions together while aiming at advancement.

Fords try to handle the emotions that come with the wave of change. They carefully manage the emotions of all those involved in the change (Heinrich, 2004). There is need for the management of the company to include the employees in analyzing and actualization of the changes in the company. The change should be more involving in its development so as to bring every one on board with the expectations which will deliver more with its acceptance. Resistance is one way people express their dissatisfaction on the changes in their working environment.

This means that there are areas or all of the changes which have been are not worthwhile to the employees. There is need for the management to take them positively and utilize the employees reservations on the changes to which they are resisting. This will help in adjusting the changes so as to be accommodative to everyone in the company. This therefore means that the employees will be utilized as the key players in amending the changes so as to fit the company hence its effective and productive to the employees and the company as well.

Employees are also keen on achieving their goals and in their pursuit, the company also will benefit, hence they should not be ignored when they resist any kind of change made without consulting them (Palmer, 2003). The change that I once encountered was when the company wanted to convert from a manual to a more advanced and computer controlled company so as to keep up with the current trend of technology. For this change to take effect the company had to train its workers on the use of the machines and hire more workers who are computer literate.

The company was set to use its savings and part of the financial assistance that it had received from the government to purchase computers to be used in the transition. There were also plans to send workers for training on the utilization of the computers in the company. On top of that it had to educate both the public and to create awareness to the general public on the importance of adopting this change. There was also another task of entering all the available data in the computers which meant for the company the need for more workers to participate in the task.

The main benefit that the company wanted when it was engaging in this transition was to increase its efficiency while increasing the number of its customers as it is now appealing. All the work that was done manually like looking for data in the files and arranging in the shelves was now to be done by one individual using a computer. This transition meant a lot for both the workers in the company and the entire community (Griffin, 2007). There was a set of individuals who formed an organization that was antireform. They gave many reasons why they were fighting against the change.

Some of the reasons they gave for their resistance vary. They include dread of the unknown; they do not know what might come out from the change. When adopting change all things involved are uncertain and to curb the anxiety one of the measures applied is resisting change. Another reason for their resistance is fear that the new system might bring failure in the company since it requires skillfulness that the employees are not able to provide. The employees want to continue with the system they are familiar with as they are not sure on how they will operate in the new system.

Some people may witness the discrepancy that arises due to this need for change and they therefore perceive that the intended difference is not good for their system. Some of them thought that the change might have a negative impact on their lives hence this fear of how the system will affect them leads to their resistance to change. Other fears may include leaving a comfortable area, forged beliefs where one says that everything will work in itself, lack of understanding and belief in change and fear of the power that change brings.

Since change was inevitable the management of the company had to work hard to convince the entire community to see the importance of adopting change. Through joint effort the manager worked hard to find out some of the reasons why people have developed the resistance to change. After establishing all the reasons he corrected them one by one . First he made clear the reasons for change so as to achieve clarity of the importance of adopting change, he also gave the employees reasons why the change came at that particular time he then carefully studied the emotional alteration of the people involved.

He then availed all the necessary equipments to necessitate the change which included money, personnel and facilitating the training of the current employees. About the fear of deploying many workers the manager explained how the new system will be put in place without altering the current job opportunities (Harvey & Broyles, 2010). This resistance could more effectively manage and made more productive through hard work, putting the system to trial and rectifying any error.

The management should be familiar with the fact that going through a pace of change cannot come naturally hence the information concerning it should be clear, legible and direct. The people involved should also be able to reach the information without any strain involved. Great expertise in the field undergoing transformation is required so as to ensure that there is efficient administration of the change involved. There should not be expectation of magic form of success in any company.

Various means of communication must be put in place to support the implementation of change, this communication should not be carried out only once but it should be carried repeatedly so as to achieve the pace of change required. If a program has to be successful it has to be visualized with caution. The contacts of individuals involved are some of the essentials in the program these are supposed to be used together with both visual and written materials so as to facilitate change. Its effectiveness comes when it has been designed while putting into consideration desires, boundaries and the limits of the consumer.

Human resources have to be ready to accept change; they should be able to estimate the worth of the innovation to the customers. There are some factors which have effect on the implementation of change. Some of these factors have to be analyzed with care as they are seen from the innovation itself. They include the benefit that the change will have on the consumer. The change to be adopted should be having some advantages over the current system in use so as to make the consumer to see the need of adopting this change .

These benefits should be those that can overshadow the expenditure and expenses that the consumer will meet during these pace of change. What should also be looked at is ease of the program. It should be put forward in a way that can be easily understood by the general public and all with whom the change will have effect. If the change is perceived as good yet it contains some complexities which prove to be hard for the user. Introduction of the innovation to the company should be easy and as well as easy to do away with if it does not produce the required results.

Hence the company should ensure that the innovation should be one that is simple and easy to try and to achieve this the change has to be put to the test before bringing it to be tried in the company and necessary rectifications be made to it so as to facilitate its effectiveness (Saiyadain, 2009). The change should also be one that is measurable. Its benefits in terms of finance, time it takes and how efficient it is should be measurable. The innovation should also be cheap to implement so that it cannot deprive the company its savings and might not be effectively utilized as the cost of its running might not be easily met.

On top of the characteristics of the innovation itself there are some other traits that should be there in the company adopting change, first the company should be one that is always ready to take risks. The ability of the company to take risks may as well depend on how long the company has been set up. The younger the company the more willing it is to try out new ideas while the older the company the less willingness to take risks as they fear the failure that may be encountered with the new innovation.

The reaction that the company has towards failure might be another thing that has to be taken into consideration before bringing in a new innovation. If the company always punish the employees due to some failed attempt there will always be unwillingness of the people involved to introduce any new innovation due to fear of the fierce punishment they once got due to a failed attempt. The government’s regulation of the company affects how the company will react to any new innovation. The response of the employees to the new innovation has some effects on the adoption of the change.

An innovation that is likely to have an impact on the job security of the workers is likely to receive an uproar hence the change should be one with major benefits for it to be tried out. In conclusion, the company should have a smart way to introduce the change without causing any problems to the entire company employees. There is need to utilize positively resistance to change so that there be amicably resolution and approach to the implementation of the change. The employees’ involvement is important in resolving resistance hence this will be a positive way in attaining the company objectives.

References Griffin, R. W. , 2007. Fundamentals of Management. 5th ed. New York: Cengage Learning Harvey, T. , & Broyles, E. A. , (2010). Resistance to Change: A Guide to Harnessing Its Positive Power. Maryland: Rowman & Littlefield Education Heinrich, T. , 2004. Resistance to change: does age matter? : predicting negative attitudes towards organizational change. Toronto: Turnshare Palmer, B. , 2003. Making change work: practical tools for overcoming human resistance to change. Atlanta: American Society for Qualit Saiyadain. , 2009. Human Resources Management. 4th ed. New York: Tata McGraw-Hill

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