I respectfully ask your assistance again with another writing assignment. I must write a paper between 1,050- to 1,750-word summary to an executive leadership team. I'm asking assistance with ideas for an information paper; as the consultant facilitating the new software system implementation, I'm noticing attitudes of the employees affected by the change may create a challenge for the change initiative. Some managers are efficient using the current system and think they should not have to adopt the new system simply because other managers are less efficient. Some employees think the focus on operational efficiency is a guise for management's desire to micromanage employees and may lead to increased disciplinary actions. The human resource assistant and clerical staffs are annoyed because they must manually enter all information of each personnel file into the new system. My goal is to identify possible attitudes and emotions about the change that may impede success of the software implementation. I must also explain how individual personalities and values may affect employee behavior during the change initiative.
- Identify the potential employee attitudes toward the change initiative based on information derived in the XYC Foods.
- Describe the emotional response employees may have based on anticipated attitudes about the change initiative.
- Explain what behaviors may manifest from the assumed attitudes and emotions related to the change
- Identify employees who may be active change agents based on personality information inferred from the personnel files.
- Identify employees who may resist the change initiative based on personality information inferred
from the personnel files.
- Describe how personal values of these employees may influence employee behaviors during the change initiative.
Attached I provided the employees and a little about them leading to what type personality they possess. Some of the employees are super fantastic, while others need a lot of supervision. This leads me to believe that the change initiative involving the new software system should go fairly well.
In an effort to facilitate the change management process, it is crucial to consider XYC Food's employees' attitudes toward change. Research has shown that "highly stressed people demonstrate decreased commitment and increased reluctance to accept organizational change interventions" (Vakola & Nikolaou, 2005). To this end, it is important to evaluate employees' attitudes and emotions about the change that may impede success of the new software implementation. In addition, it is important to determine how individual personalities and values may affect employee behavior during the change initiative.
In organizational change studies, researchers have identified several constructs, which serve as key variables, including "readiness for change, commitment to change, openness to change, and cynicism about organizational change" (Choi, 2011). Ultimately, employees must adapt to the change and "learn new strategies to achieve redefined goals while being resilient to setbacks during change"(Klarner, By & Diefenbach, 2011).
In terms of reaction to change, employees are generally either positive (happy with the idea and excited) or negative (fearful and unpleasant). Positive emotions are usually due to a confidence in the future of the organization, as well as feeling of confidence in the changes and trusting of the process. Negative emotions are often involved, due to less confidence, more overall stress, and a general feeling of insecurity in relation to the workplace. Should an employee fail to adjust to the change emotionally, there will be a resistance to the change. This may stem from negative emotions as well as the idea that change is unnecessary (Klarner, By & Diefenbach, 2011). As a result, the employee may resist change or withdraw from the process.
More positive employees are helpful in assisting with the company morale during change, being open and actively involved in problem solving and supplying energy and support during the process. It would be haphazard for us to automatically assume negative emotions are necessarily bad, however. Those employees displaying these emotions offer us a chance to review the program, reinforce its benefits, and address concerns. It is also important that we realize change is a process, and emotions should not be considered as individual images, but rather as part of the overall transition.
Change may trigger emotions and coping behaviors that are not normally displayed by the employee. Typically, unpredictable changes and crisis, in particular, cause ...
This detailed solution is a summary to an executive leadership team, from a consultant's viewpoint, about employee attitudes affected by a new software implementation. Includes APA formatted references.