Why do people at the operational level oppose the change by re-organisation? b) Senior level employees will resist change for other reasons. These include?
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Why do people at the operational level oppose the change by re-organisation?
b) Senior level employees will resist change for other reasons. These include?
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- Changes in business policies are frequently required by changes in the workplace, and these changes may call for the elimination of particular job kinds. What justifies people's resistance to change?Why is it necessary to change? Provide examples of companies that embrace change for the betterment of their business. What are the old ways, and what changes do they bring?What prompts organizations to adapt and change? Internal, external, physical, and historical forces Only external forces, as the changing global economy demands External and internal forces Only internal forces, as employees encourage change
- How does the concept of change management influence an organization's ability to adapt to evolving market conditions and technological advancements?Explain an evaluation of the effects of change on individual, social, financial, and corporate concerns.Is your approach to change laden or Value neutral, can you articulate values?
- How do organizations identify the need for change and assess the readiness of their stakeholders?.6 Provide a general conclusion and recommendations regarding dealing with stakeholders’ resistance to change as the organisation response to the business environment.Provides a way to deal with changes?
- Work and significant professional endeavors will continue to change at an ever-increasing rate. What are the top factors that will drive such change? Why are such factors important to consider and discuss?What strategies and techniques can organizations employ to effectively manage resistance to change during the implementation of new initiatives or processes?Employees fiercely resist change in organisations due to the way it is managed from the outset. In words/style or in tabular form, detail the three phases in which change should be implemented to minimise or eradicate resistance as well as gain the commitment, and buy-in of those who will be affected by the change.