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Managing Organizational Change

   

Added on  2020-05-11

5 Pages1201 Words89 Views
Leadership Management
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Running header: Managing Organizational Change1Manage Organizational ChangeStudent’s NameUniversity
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Managing Organizational Change2Managing Organizational ChangeOrganization change requires physical, psychological and emotional efforts of the employee. Lewin argued that all changes meet resistance since people are not prepared for change. This brings the anxiety of radical relearning that is coercive with no choice. Coutu (2002) suggests that learning only happens when survival anxiety is greater than learning anxietythus leaders need to choose between increasing survival anxiety through coercion or by creating a better environment for unlearning and new learning. Organizational change is a problem that every manager struggles to achieve against the forces that may seem to resist it. Resistance to change is based on the need to preserve the status quo rather than change it through learning new things[ CITATION Hus16 \l 1033 ]. Therefore for change to occur in the organization Lewin suggests that the leader must add new forces for change that will remove some existing characteristics of interpreting behavior in a way known asunfreezing. The unfreezing process must prove the need for change and show reasons why the past processes have not been effective and the need to unfreeze or change them[ CITATION Mar99 \l 1033 ]. However, employees in the organization fear change because they focus on the economicbenefit that such change will bring to them[ CITATION Afs15 \l 1033 ]. This is called the principle of economic effort which makes employees to question the utility benefit of the new change. Since change will take different forms like restructuring the organization and making employees learn new skills and methods the principle of economic effort suggests that there must be perceived benefits in the new strategy that will meet the effort made by the employee to learn new skills and ideas. The organization must enable the employee understand the net utility function in the new change to limit resistance. This will create psychological safety that will push for greater productivity. However, most organizations face a lot of resistance since they use
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