My First Day I Took A Tour

* Talk to employees 1 on 1 get to know them see what they feel can be improved, get their input and

When employees are unwilling to accept change there is a strong possibility that they don’t understand the change or do not understand why it is being suggested or implemented. At this time is when communication is essential in letting the employees know what the changes are trying to accomplish and what their roles are during the change. As a manager it is crucial to have an understanding of the employees you oversee and to know what to expect when they are confused and concerned about procedural changes. The overall morale of the organization will be good if the employees are kept involved in both the planning and the implementation of any changes.

Some employees resisted the change which happened during the prior restructure where management was downsized

It is common knowledge, that some people adapt to change very well and the others don`t. That`s why is so important to support the staff during the change because if they feel supported, they are more likely to be more open to accept changes and adapt to them quickly.

In any organization, the manager wears many hats. Their responsibilities go beyond just managing a group of people. On top of managing, they have to be communicators, coaches, and advocates, just to name a few of the many hats. Part of being an effective communicator includes reporting and implanting changes that may come down from upper management. Change can bring out many emotions in people, like anxiety. How a manager handles the change and implements it within their department can either make their people feel good about it, or heighten their concerns ("Managers And Supervisors: Importance And Role", 2014).

Overall the activity was harder than I expected because it took a long time to convince all the works to embrace the change. For me as a worker the key to motivation was incentive and for managers it seemed to be to accomplish the task within the time frame.

As said above good communication can really help people accept a change more quickly. Working as a team can really help to adapt to change

- Find what motivates your each of your staff to keep working so hard for you, and provide it.

This is where we presently at. The more prepared we are, the easier it would be to execute; therefore we are having a lot more communication, training, and support from our leaders, as we become familiar with the change. This ultimately will remind us of the reasons for the change, and once fully implemented how it will benefit the clients.

When the change happens, the middle managers and front line supervisors boycott their bosses. They refuse to obey or listen to the top managers. They do not trust their boss.

The more active the participants are in the planning, the less resistance there will be later (Sullivan & Decker). If staff does not trust leadership, does not share the organization's vision, does not buy into the reason for change, and aren't included in the planning, there will be no successful change, regardless of how brilliant the strategy (Goman, 2000). How people react to change is important to understand. Change takes an emotional toll on people, some more than others. It is important not to underestimate that toll and understand who will have a harder time adapting to change. Fear of change has many roots. Those roots can be a lack of trust, fear of failure, fear of loss of income or a belief that the change is unnecessary (Sullivan & Decker). By understanding the reason for the resistance a manager can help the employee overcome his or her fear and become a supporter of the change. The last two steps are to provide feedback mechanisms to keep everyone informed of the progress of change and evaluate the effectiveness of change (Sullivan & Decker). People need to be kept informed of the change process to minimize anxiety. Sometimes there are unexpected consequences to the change, and it is important to have a system in place for those consequences to be discussed and if needed more changes made in order to accommodate those consequences.

Change is always difficult, whether it be good or bad, it is difficult so providing extra support and guidance throughout the process.

Personal impact and fear of change are not the only causes of resistance by individuals during a change to business practices. The lack of respect and negative attitudes can also lead to employees resisting business change. If an employee lacks respect or has a negative attitude towards a person or department leading the change, then there are more likely to oppose the new ideas being implemented. Poor communication greatly impacts individuals’ accepted to new practices in a company. Typically if an employee is given new behaviors to adopt, but is given no reason, then that employee may reject the change. Upper management must effectively relate the value, need and benefit of the change to help get employees on board with new changes. The lack of individual input can also lead to resistance. Some individuals feel the need to be included in new ideas. When employees are not asked to be involved in changes, they may lack the vision of importance or will to change. A heavier workload can also cause opposition among employees. Employees may not embrace more systems and requirements needed

motivation for the employees to take part in this change. Unfortunately, this vision did not

Time and communication are the two keys to success for the changes to occur. People need time to understand the changes and they also need to feel highly connected to the organization throughout the transition period. When you are managing change, this can require a great deal of time and effort and hands-on management is usually the best approach.