If individuals would stop and pay attention to human behavior including themselves, it can be a real eye opener and a chance to make a difference in themselves as well as in other lives. Managers must stay strong and ready to handle any problem or situation that comes their way. Human behavior can be rough to handle in a management position. Knowing how to take on the leadership role, handling the organizational culture and structure, and managing human behavior can make a big difference in how the organization is ran and makes individuals excited about their job and proud to be a part of the
An organization is expected to implement changes since the organization must prioritize and understand the overall benefits as a result of the change. Organizational change is stressful for employees and the organization (Spector, B. 2010). Management and the staff should collaborate to ensure the changes within the organization operate smoothly. In regards to resistance, it is impossible for an organization to satisfy all of its employees however, the company can take the necessary steps to accommodate the employees such as offering a bonus or extra vacation time.
Each area of an organization needs to be assessed to lead change properly. Lastly, the change process must be managed. It is demanding that change agents are arranged for success and not failure by providing them with the proper tools, talent, resources, responsibility and authority necessary for the job (Myatt, 2012). Podmoroff (n.d.) describes “When you manage change effectively, you can move your organization into the new "business as usual" state swiftly, and you'll find that other people are quick to accept change”. Change management is frequently directed by a powerful change management model; this provides people with a foundation that can be used to comprehend the process and what is expected of them (Connelly, n.d.).
Throughout every organization is an opportunity to introduce new change. Change can have a positive or negative impact on the surrounding environment, both internally and externally. Implementing a change requires adjustments to the status quo, sometimes leading to employees that are directly affected by the change to feel threatened. Change can also produce positive reactions, such as boosting morale, increasing profits, or decreasing costs. A new change in an environment must be carefully planned out, to ensure that the expected results are achieved while maintaining all other processes at an acceptable level.
Adaptive Leadership Overcoming resistance is not just about changing the employee’s perception or behavior regarding the change. It is also about the leader’s behavior and the challenge as a change leader or change agent. An essential tool that leaders should utilize is to understand the purpose of the proposed change, the process which will be utilized to implement the change, and the intended outcomes of the change (Stanleigh, 2013). Leaders should be completely involved in the process and determine the real reasons behind the resistance. By doing so, they can modify their own behaviors to be supportive of others and help them to also adapt.
Organizations need to be willing to change the way they hire in order to promote intra-organizational collaboration. Horizontal organizations require the establishment of high performance teams that have legitimate decision-making power. Leaders must be on board and willing to walk the talk as it relates to creating a team centric organization. They must invite honest feedback, designing mechanism whereas constituents can deliver honest feedback without fear of reprisal. In organizations of the future leaders need to be brave admitting mistakes openly and using them as opportunities to learn.
It is important to keep in mind that people receive and react to information different. Therefore, due diligence must be done prior to communicating the change to employees. Hayes (2014), encourages change managers to keep an open line of communication with employees. Although these ones may not agree or support the upcoming change, they value the information being given to them at the onset and may eventually tolerate or accept the change. Therefore, it is important for change managers to not only communicate with employees, but provide relevant information, as the quality of the communication is of the utmost importance.
Conflict management is an effort guide behaviors aimed at resolving conflicts which may occur between people or groups within an organization. In the business place, conflict is very common as employees have their own opinion about the way duties are performed and disseminated. Conflict management is further needed when a company has a large department of staff to manage. In every group it is certain that everyone probably has their own points of view and ways to resolve conflict, therefore, groups of employees will strive to prove to their management team that they have the a better solution based on their experience, ethnic background and personality. This type of conflict is called the personal conflict.
Northouse (2015) proposes that having insights into awareness of what is important to others, how they are motivated, the problems they face, and how they react to change, will allow a leader to create change more effectively because they understand how the change might affect everyone involved. Day & Harrison (2006) state that successful leadership is linking intrapersonal skills with the development of interpersonal skills, and explain that no leadership can occur without at least one person, so we have to pay attention to this social important context as well. For this reason, it might be important to develop and maintain work-related relationships (Day & Harrison, 2006). If co-workers feel like they matter and their thoughts and feelings are taken into account, they might be motivated to try their best, which might be more beneficial for the employees and the
Those in the organization tasked to lead employees through a merger should be transformational leaders and understand what causes change, why individuals resist change, how to decrease dysfunctional conflict, emotionally support their employees, provide transparent and consistent information in a timely manner, and build trust and support. This is no easy task but can be accomplished with effective planning and development of strategies to deal with these issues early in the change and increase synergy among the employees. Works Cited Nelson, D. L. and Quick J. C.(2013) Organizational Behavior. Mason, OH: Cengage-Learning