Running head: TOXIC HANDLER
In organizations change is inevitable, and people will always resist change regardless of
the impact that it will have to the organization and also to them as individuals. In organization
when change is being implemented people or situation can be toxic, and this usually leads to a
change-resistant attitude in people within the organization. Resistance can range from mild
resistance, which grows to anger in totality. When employees or leadership becomes anger toxic,
disruptive behaviors and mistrust can take over some parts of the organization or the entire body.
Toxic organizations can be unhealthy for the organizational member, and therefore this paper
will describe the concept of a toxic handler in an organization.
Concept of Toxic handler
Whenever a change is introduced in an organization, it will attract different feeling and
reactions from those people who will be influenced by the change. The team that will be steering
the change they are likely to receive a lot of pressure from the people to whom the change is
imposed. The pressure may be in form of abusive language, emotional abuse among others and
this may hinder the team from achieving their objectives. Therefore, there is a need for a toxic
handler. These are people who can recognize emotional pain in other people as well as in
situations. They know that the pain if the pain strips over to those people affected will lose focus
and they will become disconnected from their workplace. Therefore, the toxin handlers usually
step in to deflect the pain or prevent the release of the effect of the pain so that people can remain
focused on their work (Palmer, Dunford & Akin, 2009).
Toxic handlers are not limited to the change implementation proces...
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