One of the most difficult tasks for managers is to manage their employee’s resistance to changes within the organization. It is clear that change is an unavoidable element found in all organizations and one of the main reasons of stress for employees. This is why some employees experience difficulties coping and adapting to it. Managing change can be a very complex process for managers, but assisting their employees to adapt and assimilate change can be even more complicated. This is why managers and leaders must be knowledgeable at managing the dimension of people in order to be successful at managing change. Understanding how others cope, think, and assimilate change becomes a valuable asset for managers. This understanding assists
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Once the employee’s commitment to work additional hours special arrangements were made for them by management such as paid lunches, extra cost incurred for utilities, and the creation of special workflows. Unfortunately many of the employees who made commitments for the additional hours often failed to up for them, which caused our leadership group to waste resources and to fail in accomplishing the duties promised to our head office due to the lack of employees to fulfill the tasks. This is why our leadership group decided on redesigning our over time policy and to include a responsibility portion to it that pursues making our employees accountable for their commitments. The idea behind it is to reduce the absenteeism and over commitment from our employees. This will simultaneously provide the means to ensure that any commitments incurred by our leadership group for the completion of additional tasks will be met because those employees committing to work additional hours will show to complete the tasks.
What when wrong? It must be first understood that our organization indeed failed to recognize many of the key elements involved in the establishment of change discussed by Harrison (2005). First and foremost before any changes to the structure of the organization the employee’s readiness to accept the change must be evaluated (Harrison, 2007). Along with that management must also assess how all affected parties will deal with the changes and if the