1) How the organization can cope with resistance to organizational change.

Every organization has their own ways to cope with the resistance to organizational change. Those who resist for change have deeper reasons, they think that change is not necessary, that the former system is better, and other personal or professional reasons.

To be able for them to survive in spite of resistance, here are the following ways that organization can do to cope up with this;

 

Make an effective engagement with employees

It is natural that organizations face difficulty when adopting changes. Existence of problems in the system will be encountered, with that given circumstances, the effective engagement with employees is the best way to overcome it. The organization is not only about implementing strategic plans and ideas but also letting it be absorbed by the people who will have it. An effective engagement can be accomplished by means of training, seminars, sequence of meetings, team building, and other forms of communication within the organization.

 

The need to overcome the opposition

Whatever the changes consequences, positive or negative, opposition will look at it as negative. Criticism, unwelcome remarks and negative comments come with it that is why the management must overcome it. They must show that changes will improve the organization. Do not let them be affected by the opposition because as long as they are there, they continue their ways and it may affect the implementation of changes.

 

Effective implementation of several changes

Changes may be implemented but how to make it effective? This can be achieved when you have proper monitoring and a different form of checklist. Leaders must be the one who will guide their employees about the changes, they are also the one who will check whether those included changes are followed by their members.

 

Make the communication for change be effective

When communicating, make sure that it is effective. Employees must comprehend and understand it. Change is critical when people that are supposed to make the changes misunderstood it, this can lead to different consequences and implementation. To be able to succeed in the possible struggles and problems, it must communicate well. 

 

2)  Identify the types of resistance that the organization may face? 

Here are the types of resistance to changes within an organization;

 

Logical resistance

Arises from those people who resist to adapt and adjust for the given changes. Like shifting from paperwork to computer work. It takes time as it needs to exercise before coping up to it.

 

Psychological resistance

It is about the mental and psychological factors where resistance to change is unknown as they dislike changes, fear it, do not want to have it and so on. It is more on mind matters that just do not like the changes.

 

Sociological resistance

Resistance due to common values and customs of individuals or groups. Factors that affect interaction with others and peer pressure and others related to dealing with people.

 

3) How will you help the manager overcome resistance to change? 

As  a part of the team and organization, I will show my support to the changes as I believe that they will not make changes and implement it if it is baseless. Implementation of changes is for the betterment of the organization, it may be difficult or encounter problems at first, but as long as we never tested its advantages we will never know. Let us give it a chance to express its real aim and benefit so that we can see if this is effective or not. Some people always resist even the idea of changes is clever and good for the organization, this is because they do not want the people behind the implementation or they have their own reasons, that is why for me, I will choose to become more supportive and give the implementation of change a chance to show its real value and effectiveness.

 

4) If the manager was not sure that it would be worth the investment to change the company's hiring practices to include an assessment of applicant attitudes, how would you convince him of the importance of assessing applicant attitudes? 

To be able to convince him, I will show a proposal and report that shows what other companies benefit from assessing applicants' attitudes. I would explain that assessing applicants' attitude prior to their employment will give us a chance to save more on cost, avoid high turnover rate, boost the morale of the employees, productivity and performance.

 

Make a comparison from the investment that the manager allocated for the change of company's hiring practices versus those they would spend because of high turnover. Assessing applicants is beneficial to the company as they can select the best candidates for the job and become part of the organization, contribute to its success and become an asset.

 

5) How can you help the manager to promote constructive conflict? 

Here are the possible ways to help the manager promote constructive conflict in the organization. I will support their ways and understand the essence of each constructive conflict;

 

• Help them to promote the thinking of practice makes perfect
• By creating a culture that accept everyone, fair and equal
• To show trust to them and to employees
• Assist and help them when they organizing the sessions of brainstorming
• Relay to them and stick to the issues that needs to address
• By Fostering diversity
• Listen to each others concern
• Manage conflict properly

6) How can you help the manager to create a positive culture? 

When reflecting and creating positive culture, we have to follow what is being implemented within the organization, follow the rules and regulations of the organization. Be a compassionate and dedicated employee, show interest in the duties and interact with others. I have to start the positivity within me so that others can see how I manage positivity inspite of stressful work and  exhaustion.

 

I have to start it with myself, develop myself and follow their guidance. I will not be part of the problems, instead be part of the solution of those problems, letting our organization have a healthy relationship with each other, avoiding conflict and promoting trust and respect to each other as well as the management.