An explanation of how NTT would go about reducing employee resistance
Before announcing the change in the department, three crucial factors should be considered in order to get a positive outcome and to reduce resistance from employee: (1)People, (2)Time, and (3)Information and Technique to communicate. Each departments or divisions in the company work in different styles; thus the reasons for changing and the schedules are different as well. However, the change should be able to maintain the stability and sustainability in the organization while achieving the desired result.
(1) People
Figure out what makes staffs disagree or dislike about the change, and work with them corporately in order to push the change into an action. Some staff might just be afraid of altering
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Not only informing employees why changes are important but also deliver the message clearly to lessen vagueness and uncertainty which is one of the foremost causes of resistance. Last but not least, the way one communicates the message to employees must be effective and compelling. Great storytelling can help leaders drive organizational changes easily, as a leader one cannot eradicate anxiety or uncertainty that occur in the minds of staff but one can convince employees by working with their emotional concerns to develop more engagement which leads to collaboration.
Summary
All above mention, NTT Management Consultant is suitable place that have potential to assist Bombardier to locate and resolve the problem for making the better decision. To be the first place in the market in this challenged environment, NTT will support Bombardier not only short term benefits but also long term strategy. NTT looks forward to work together with you in this important
As changes occur he tries to be truthful and straightforward, for it is when employees are unaware of what is happening to the company that a leader fails. Pivotal to the success of a leader is communication, a human skill that is required at all levels of management.
According to Kotter (1990), “Leadership seeks to produce organizational change by: developing a vision of the future and strategies for making necessary changes; communicating and explaining the vision, and motivating and inspiring people to attain the vision.”
In order to successfully and effectively implement change all of the employees should have a good understanding of how the changes will benefit the organization, their positions, and how it might impact their routines. To many employees the implementation of change is not always properly communicated, and the process of change on paper as it is being implemented can be threatening as well as confusing. Also, the people behind the scenes making the changes may not have taken specific details into consideration regarding effective changes that perhaps the employees
Implementing change in an organization is complicated. It is important that a manager understands their role and responsibilities for which could very well be the success or failure of an organization. A manager should know how to handle staff resistance, and the areas that require change. There are processes that help management with assisting their staff members with adjusting to change and concentrate on the areas of importance. This process includes planning, assessment, implementation, and evaluation. The difference between a failed organization and a successful manager is when the manager has the ability to implement change with little disruption to
According to Sullivan and Decker there is a ten-step process to implement change (Sullivan & Decker, 2009). In the first three steps the manager must
The change that I would like to see occur is increasing the compliance by enhancing communication with employees
This paper will explain the managers’ role within a company and their responsibility when implementing a change within a company. It’s not just the planning and organizing talking about what plans need to be placed in order to create a change in a company, but the manager must know what to expect and how to completely deal with staff to make a positive outcome for the team. In the end this paper will provide and explain the change process; assessment, planning, implementation, and evaluation.
Change takes time and would be more successful if there is buy-in for the organization and community. Making sure that there is a mutual vision for the reason of the change may make these changes easier.
With any change there are many factors involved within the process itself however communication has to be the key factor involved in the change process. Without this you cannot expect line managers or employees to support the change. With communication you need to ensure employees feel positive. It is also good practice the company adapts its style of communication depending on their audience and where they are in the change. Where one style might suit senior management, this might not be appropriate for administrators or cleaners. Communication can have a huge impact on the end result, it can also help to ensure targets are met, everything is kept in control and no employee disregards the change. Lack of communication could lead to frustration and lack of trust with employees.
Communication – Talk about the change vision, if people have anxieties then address these openly and honestly. Tie in the vision to all areas of the business from training to performance reviews
As a leader, thinking before speaking has great value. Leaders should develop eight rules to assist them in relaying effective messages to staff. When developing the message include stories that support the message. The message should support the mission and goal of the organization. The information that is being relayed should be clearly understood by other members of the team. The messages should be simple and kept to a minimum of one to two sentences. (Hochberg, K. 2007)
Week 3, the lecture on Managing Change describes organizational changes that occur when a company makes a shift from its current state to some preferred future state. Managing organizational change is the process of planning and implementing change in organizations in such a way as to decrease employee resistance and cost to the organization while concurrently expanding the effectiveness of the change effort. Today's business environment requires companies to undergo changes almost constantly if they are to remain competitive. Students of organizational change identify areas of change in order to analyze them. A manager trying to implement a change, no matter how small, should expect to encounter some resistance from within the organization.
You also must form a powerful coalition and create a vision for change. This begins with strong leadership and effective communication skills in order to communicate your vision. Another step in the process is to remove obstacle or barriers that may block or prevent change from happening. You must also motivate the team along the way by creating short term goals, building on change and anchoring the changes in corporate culture. Kotter put an emphasis on step one which is creating urgency for change. You must be convincing and open when presenting this change to your team to gain their support. It is important to give scenarios, show the benefits of making this change and the drawbacks of not making the change.
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
In order to accept the change and contribute to making the change successful, people need to understand how the changes will benefit them. Not everyone will fall in line just because the change is necessary and will benefit the company. This is a common assumption and pitfall that should be avoided.