Leading Change
Executive Leadership Summary
LDR 535 - Leading Change
Executive Leadership Summary
With change comes resistance in many forms. The job of the consultant is to help the organization move past the excuses for why there is a need for change, and focus on how to implement the change to ensure satisfaction with the departments of the organization after the change occurs. The consultant must predict certain resistance as well as uncover potential resistance from the parties involved with the change initiative.
The current system outsources payroll processing, which costs the company more than $8,000. Transferring data in the current system involves multiple parties. For example, an employee’s supervisor writes a written submission of changes …show more content…
Some store managers will resist the change initiative because of the belief the store managers are efficient in the current system. The store managers believe the inability of other store managers to operate efficiently should not be cause for every store manager to adopt the new system. The reason for the resistance of these store managers may be the perceived loss of control. Store managers who fail to embrace the change initiative may display negative attitudes toward the new system. The negative attitudes may influence others to develop resistance to the change initiative. “Individual values and attitudes, especially those that are deeply held, are notoriously difficult to directly change because people’s values tend to be part of an interrelated system in which each value is tied to and reinforced by other values” (Bowditch, Buono, & Stewart, 2008, p. …show more content…
Employees not accepting the “we” attitude many companies adopted are those spearheading the resistance; too many times the “I” attitudes come to the forefront of employee complaints. Companies will succeed if the employees of the companies begin to develop “ownership of the company” attitudes; a certain level of pride ensures the employees will do whatever is necessary with positive attitudes for the betterment of the companies. Applicants must decide before applying for a position whether working for a particular company will affect his or her values; if a company does not agree with an applicant’s values, the applicant should discontinue the application process. Companies want to hire the best employees for each respective position, but hidden resistance causes some bad apples to emerge from the batch after receiving employment. Change initiatives may be difficult but only for those who make the change difficult, and those are those companies can do
LDR 535 - Leading Change
Executive Leadership Summary
With change comes resistance in many forms. The job of the consultant is to help the organization move past the excuses for why there is a need for change, and focus on how to implement the change to ensure satisfaction with the departments of the organization after the change occurs. The consultant must predict certain resistance as well as uncover potential resistance from the parties involved with the change initiative.
The current system outsources payroll processing, which costs the company more than $8,000. Transferring data in the current system involves multiple parties. For example, an employee’s supervisor writes a written submission of changes …show more content…
Some store managers will resist the change initiative because of the belief the store managers are efficient in the current system. The store managers believe the inability of other store managers to operate efficiently should not be cause for every store manager to adopt the new system. The reason for the resistance of these store managers may be the perceived loss of control. Store managers who fail to embrace the change initiative may display negative attitudes toward the new system. The negative attitudes may influence others to develop resistance to the change initiative. “Individual values and attitudes, especially those that are deeply held, are notoriously difficult to directly change because people’s values tend to be part of an interrelated system in which each value is tied to and reinforced by other values” (Bowditch, Buono, & Stewart, 2008, p. …show more content…
Employees not accepting the “we” attitude many companies adopted are those spearheading the resistance; too many times the “I” attitudes come to the forefront of employee complaints. Companies will succeed if the employees of the companies begin to develop “ownership of the company” attitudes; a certain level of pride ensures the employees will do whatever is necessary with positive attitudes for the betterment of the companies. Applicants must decide before applying for a position whether working for a particular company will affect his or her values; if a company does not agree with an applicant’s values, the applicant should discontinue the application process. Companies want to hire the best employees for each respective position, but hidden resistance causes some bad apples to emerge from the batch after receiving employment. Change initiatives may be difficult but only for those who make the change difficult, and those are those companies can do