Change Management Report: Leadership Strategies and Theories Analysis

This report delves into the complexities of change management, focusing on leadership strategies and employee resistance. It explores how organizations can effectively implement change by addressing concerns such as job security and the need for clear communication. The report emphasizes the importance of a phased approach to change implementation, coupled with compensation, counseling, and training to mitigate negative impacts. It references relevant studies, such as Daft's work on the significance of effective communication in driving successful change initiatives. The report aims to provide practical insights for managing change, fostering acceptance among employees, and improving organizational outcomes. Overall, the report highlights the multifaceted nature of change management, emphasizing the importance of strategic leadership and thoughtful implementation to ensure successful outcomes.

RUNNING HEAD: MANAGEMENT 1
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MANAGEMENT 2
Change is a set of systematic planned efforts that improves effectiveness of an organization but when
implemented a large number of employees show a tendency of resisting it. Enacting change can be
challenging but there are approaches put in line to help organizations cope with this resistance issue.
Even though, change is executed to enduring positive cause, employees will always show
resistance to it (Allanwood & Beare, 2014).It is believed that change is from known to unknown
and it should be differentiated from its reaction and purpose. Worry of losing jobs is the greatest
reason as to why team members resist. Poor communication in addressing change is another
reason why change is resisted. While communicating change, let the reason and nature be
straightforward and fully conversed and if any question arises on the same, team members should
be addressed to their satisfaction. Sometimes, change can positively affect a firm though peer
pressure may try to hinder its successful implementation where stakeholders try to protect their
colleagues’ interest.
In order to make sure that change is accepted by a large number of members in an organization;
first, it should be gradually enacted in stages for employees to slowly adapt to it. Secondly,
compensation, counseling and training should be done to whom it is likely to affect negatively
when it is initiated. Daft (2015), carried out a study on change and communication, where he
established that firms that communicate efficiently and effectively about change are guaranteed
to achieve more in the market.

MANAGEMENT 3
References
Allanwood, G., & Beare, P. (2014). User experience design : creating designs users really love. London ; New
York: Bloomsbury, 2015.
Daft, R. L. (2015). Organization theory and design. Cengage learning.l.