Strategies and Motivators for Decreasing Resistance and Making Changes Acceptable to Workers

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
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HUMAN RESOURCE MANAGEMENT
Table of Contents
Question 1..................................................................................................................................2
Question 2..................................................................................................................................4
Question 3..................................................................................................................................6
References..................................................................................................................................8

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HUMAN RESOURCE MANAGEMENT
Question 1
Strategies and Motivators Employed for Decreasing Resistance and Making Changes more
Acceptable to Workers
Resistance to changes is one of the most natural reactions for the employees as soon
as they are being asked for changes. It could be quite uncomfortable and could even require
better methods of doing and thinking (Carnall 2018). The employees have serious trouble
while developing the vision of the organization after change management within their work
life. These types of changes could eventually produces uncertainty and anxiety and hence
they might lose the sense of security. The expectations of the organizational management
play one of the major roles in the employee resistance. The changes with the positive spirit
and beliefs that the employees wish to cooperate with the significant changes (Cummings,
Bridgman and Brown 2016). There are few distinct strategies and motivators that could be
employed to decrease resistance and made changes more acceptable to the workers. These
subsequent strategies are as follows:
i) Better Communication and Input: The first and the foremost significant strategy
for the proper decrease or eradication of resistance for the employees is better communication
and input. The employee input affects the procedure of implementing the changes within the
management level and hence issues are kept at first priority. The complete direction for these
cases subsequently comes from the organizational senior leadership who have solicited
feedbacks from the reporting staffs (Hayes 2018). The employees should be communicated
periodically to know their point of views regarding such changes in the organization and how
they are reacting with the changes. When their ideas and ideologies would be undertaken, it is
evident that these employees would be happier and would even feel demotivated. Hence,
resistance issue would be resolved.