1. It can be seen that there are various motivators and strategies that can be considered to reduce resistance. It can be analyzed that top management employ various strategies so that it can be easy to deal with resistance. The first strategy that should be considered is related to empathy and support that should be given to the people responses. It can be seen that workers in the workplace should be given so that they can give their best towards the overall activities of the company. If they are not able to give their best due to lack of support then it can be the reason of resistance.
The next strategy that should be considered is related to clear and proper communication about the change. It is necessary to communicate with the employees about the change in the workplace and the queries should also be resolved by the people so that they can confidently work towards the assigned task. The queries can only be resolved if there is proper communication strategy considered by the management. Involvement and participation is also one of the strategies that should be considered as it can help to maximize the number of the people in workplace and also can maintain the culture of the organization (Brunton, 2018).
Also, there are many management approaches that can help to reduce resistance. It can be seen that people who are happy with the status quo will fight to safeguard it as it can help boosting the overall activities of the other people in the workplace. Also, in context to management approach it is important that they should be clear and credible role models of the new behaviors. These strategies can help to decrease the resistance. The change can be acceptable for the workers if proper focus is on the concept of overcoming resistance (Alvesson and Sveningsson, 2015).
It can be seen that SHEER Formula should be used as it can help in listening to the overall concerns. The SHEER formula emphasizes on the various factors. Surface is the one of that can help to invite the thoughts and questions. Honour states that it is important to listen to the concerns and feelings. Explore also showcase the feeling and offer information. In explanation emphasis is also given on the overall honest outcomes. The last one is also related with recheck which helps to consider the overall concerns. This formula should be considered so that workers can accept the change.
Also, focus should be given on training as it can help to boost the knowledge of the employees. The supportive system should also be built as it can help to accept the change by the workers. Commitment level is also one of the factors that can help to consider the changes by the workers. If there is proper commitment level then it can be simple to boost the overall confidence level of the employees in the competitive market. It can be seen that these are the factors that should be considered to accept the change.
2. Change agent plays a great role in change management efforts. It can be seen that they have a strategic vision which will help to boost the overall relations with the followers. It can be stated that strong relations with the followers is the responsibility of the change agent, as they emphasizes on empowerment and collaboration. It can be seen that also situational and flexible leadership is related with the change agent as they emphasizes on adaptive leadership. The change agent also has the responsibility to maintain the overall moral and ethical purpose as it can help in achieving positive outcome (Carnall, 2018).
It is the responsibility of the change agent to understand and utilize the overall advantages of the human capital and diversity as it can help in boosting the overall work of the employees. It is necessary for the people to be genuine and real as it can help in accepting the change which is taking place in the workplace. The leader or the change agent also develop the contract as it has been seen that after choosing an OD practitioner it is important to create an agreed contract with the company. There are three factors which are involved in it (Cameron and Green, 2015).
The first factor is related with creating mutual expectations. It is important to create mutual expectations so that it can be easy to manage the entire change. It is the responsibility of the change agent to create proper understating as it can help in managing the entire change which is taking place in the workplace. The first role also relates with the operational role in which focus is on the vertical management positions. It can be seen that vertical management positions is maintained which can lead to positive outcome and can also help in attaining the positive outcome (Kuipers et al., 2014).
The next is related to collaborative role. It is the role of the change agent to focus on managing the horizontal responsibilities as it can help the people in accepting the change which is taking place in the workplace. Collaboration is important which can only be boosted if change agent is active towards the overall activities which are taking place in the workplace. Advisory role is also one of the roles of the change agent. It can be stated that the change agent offers proper guidance and support which can help in attaining growth in the competitive market.
By showing right direction to the employees it can be easy for them to give their best towards the activities and also it will help to accept the changes which are taking place in the workplace. Support is also given by the change in agent as it can positively impact on the overall activities of the company. When guidance and support is given to the employees in the workplace then the feeling of dedication and efficiency is boosted which can help the company to attain the positive outcome in the competitive market. These are the responsibilities which are considered by the change agent (Sikdar and Payyazhi, 2014).
3. The change management team can access in a proper manner the overall change management strategies which are implemented. They can access it by focusing on the overall productivity level of the employees. It is important for the change management team to consider the overall performance of the people as it can help in determining the exact outcome. If the team is able to achieve positive outcome then the change management strategies are successful in the workplace. In this it can also be easy for the change management team to focus on Kotter 8 steps. In kotter 8 steps, it can be seen that the emphasis is given on establishing a sense of urgency.
This can be one of the change management strategies that can be considered at the time of implementing change in the workplace. The next step is related with creating guiding coalition in which it has been seen that focus is given on the guidance is given and according to that overall activities are performed by the employees. So, performance is also one of the factors that can help access the overall change management strategy implemented. Developing a change mission is also one of the aspects which can be considered and it helps to achieve the outcome (Knight, 2017).
Through proper communication it can be easy for the people to access the change management strategies. It can be seen that if people in the workplace are happy and working with dedication then it can be easy to find out the exact information in relation to the implementation of the change strategies. The next step is related with empowering broad based action which can help to evaluate the right steps which should be considered so that it can be easy to attain the positive outcome. Short term wins can be generated as it can help in managing the overall change in the workplace.
Never letting go is also one of the step through which it can be easy to access the overall change strategies that are implemented. If the people are managing the overall work after the changes made by the management then it can be simple to attain the positive outcome in the workplace and also will motivate the employees to give their best towards the overall activities of the company in the competitive market. It is one of the best approaches. The last is related to incorporating the changes into the culture.
It can be seen that change agent can access the success of the strategies by emphasizing on the culture. If the culture is positive then it can be easy to accomplish the goals and objectives in the competitive market. If the culture is not positive then it can effect on the overall process of change management. The culture of the workplace is one of the important factors that can help to determine the overall success of the change management strategies in the workplace. So, through this it can be easy to access the success of the change management strategies (Al-Haddad and Kotnour, 2015).
References
Al-Haddad, S. and Kotnour, T., 2015. Integrating the organizational change literature: a model for successful change. Journal of Organizational Change Management, 28(2), pp.234-262.
Alvesson, M. and Sveningsson, S., 2015. Changing organizational culture: Cultural change work in progress. Routledge.
Brunton, M., 2018. Managing Change Communication in Contested Professional Spaces. Journal of Change Management, 18(1), pp.35-53.
Cameron, E. and Green, M., 2015. Making sense of change management: A complete guide to the models, tools and techniques of organizational change. Kogan Page Publishers.
Carnall, C., 2018. Managing change. Routledge.
Knight, J.A., 2017. Academic librarians as change champions: a framework for managing change. Library Management, 38(6/7), pp.294-301.
Kuipers, B.S., Higgs, M., Kickert, W., Tummers, L., Grandia, J. and Van der Voet, J., 2014. The management of change in public organizations: A literature review. Public administration, 92(1), pp.1-20.
Sikdar, A. and Payyazhi, J., 2014. A process model of managing organizational change during business process redesign. Business Process Management Journal, 20(6), pp.971-998.
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