Managing Change .

Running head: Managing Change1
Managing Change
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Managing Change 2
HRM302
Managing Change
Question 1: What strategies and motivators can be employed to decrease resistance and
make change more acceptable to workers?
Change is constant at every organization, but workers have emerged as the main opponents of
change. Employees resist change for various reasons but the main one is fear that it might not
favor them or there might be bad management of change in their workplace (Green, 2016).
However, various strategies and motivators can be implemented to lessen employees’ resistance
to any impending change in an organization. These include:
Addressing personal concerns first and linking the change to other issues workers care
about: When faced with a change, employees react with their individual concerns: “Will the
change alter my schedule?” “Will this affect my revenue?” So, as a change agent deal, with their
personal issues first and concentrate later on the organizational benefits of the change about to
take place. Besides, link the change to other concerns that workers seem to care about (Hodges,
and Gill, 2014). Explain to them how the change will connect to issues of job security, health,
salaries, and other pertinent issues which are in front of their minds. In so doing, the firm will
make change stickier and hence will receive insignificant resistance from the workers.
Communicating change effectively: The best way management in an organization can
communicate change is to specifically tell workers what is happening and how they are affected
by the change (Quirke, 2017). Using a mixture of informal and formal communication channels
allows employees to receive news about change in the best way possible. Employment of all

Managing Change 3
communication outlets like face-to-face meetings, emails, town halls, and company intranets will
take the change message across the organization. Employing different communication
mechanisms help change agent to explain goals, mission, vision, and anticipations for what needs
to take place and why. Communicating change effectively also gives the company an opportunity
to explain to the workers its pros and cons as well as how it will alter their routine operations.
Effectively engage employees: Ensuring that workers are participating fully in the change
process will certainly reduce their opposition to it. Pay attention, receive and respond to their
feedback regarding the change about to take place (Stephan, Patterson, Kelly, & Mair,
2016).They are the ones ensuring that all customers are satisfied and that all work gets done and
so it is crucial to keep them at the loop. Ask workers probing questions like: Is the change
favorable? How can we improve it? What is your general comment about the change? There are
the great questions to solicit ample feedback from them. Their answers can be utilized to alter the
change accordingly, and prove to the workers that their ideas and concerns are being taken into
consideration.
Execute change in several steps: In order to further motivate employees to accept change
easily, it is advisable to implement it in a number of steps rather than at once. An organization
should first prepare for the change, communicate it to the workers, take action on change, make a
plan for managing it, and support the change and ensure that everything is going as planned (Al-
Haddad, & Kotnour, 2015).
Question 2: What role does the Leader or Change Agent play in the change management
effort?
All organizational changes, whether small or large, require one or even more change agents.