Description
Resources: The Art and Science of Leadership, Ch. 4 & Ch. 6 and Leadership Newsletter Template.
Select someone in a leadership position at your organization or at a local company where you might seek employment. This individual could be a director, manager, supervisor, or CEO of the organization.
Write a 1,050- to 1,400-word profile of the individual that you interviewed for your company's newsletter, and include the following:
- Identify the individual and their position within the company, and briefly describe the organization.
- Interpret the individual's leadership style based on the Five-Factor personality model, and offer one or more examples of the management and leadership roles of this individual.
- Explain one incident where this individual had to solve a difficult problem or situation because things did not go as planned.
- Describe the lessons that she/he learned from being able to problem solve, even when what she/he had been taught did not work.
Format your profile in the form of a newsletter (the final format may vary depending upon the company's style; please feel free to use the provided template or to check the Internet or Microsoft® Word for additional newsletter templates).
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Explanation & Answer
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Running head: REDUCING RESISTANCE
Reducing Resistance
Name
Institution
Date
REDUCING RESISTANCE
2
Introducing change in an organization is a tricky process because of the resistance posed
by employees, leaders, managers, and shareholders. Often, members of an organization tend to
have different perspectives towards a proposed change of approach. In most cases, the resistance
emanates from employees who may feel that the introduced change will affect their ways of
performance or their benefits. For instance, when introducing a change that can affect the current
operations, their roles, and assessment receive resistance from employees in terms of persistent
reduction in output as well as an increase in the number of employees resigning from their
positions. Employees pose resistance against a change by involving their trade unions,
boycotting or staging slowdowns, chronic quarrels, requests for transfers, hostility towards
management, and presentation of pseudo-arguments as the reason why they think the change is
not appropriate.
Steps to reduce resistance to change
Providing the appropriate information in advance. Before the introduction of a change,
the supervisor must involve all employees and make them understand its importance,
applicability, and expected outcomes. This way, employees will be prepared and provide
proposals in areas omitted by the proposed change. As such, they will contribute to the initiation
of changes.
Supervisors ought to allow other employees to participate in the new change. Allowing
employees to participate will reduce resistance because they will take part in the initiation of the
new change.
Before initiation of the change, the Supervisors must understand its implications. If a
different organization has implemented such change, it would be important to conduct an
REDUCING RESISTANCE
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excursion study to understand the course of implementation and effects. As such, the supervisor
can guarantee any loss caused by the change.
Supervisors must only make the necessary changes while ensuring that they have
minimal effects on the people involved. Here, communication will play a critical role in deriving
employees' participation.
The change introduced needs to maintain useful customs and nor...
