Change in the Workplace
Change in the workplace
Change in the Workplace
Tom is an employee who has been with the company, Community Tissue Services in Dayton, Ohio, for over eleven years. Until the fall of 2008, he had worked in distribution and made his way to the top as the Director over the recovery department. During this time, he had completed his MBA in hopes to become the Chief Operating Officer (COO) one day. Things were looking fine until the company was bought out by another organization. Shortly thereafter, Tom was faced with “change” in the workplace.
After working under the new management for a month, Tom was demoted to a supervisor role. His reaction to this change included anger, denial, opposition, and depression. As a manager, Tom had to illustrate to his employees the benefits of change so that they, hopefully, would develop an excited and positive attitude towards it. Sadly, this proved to be a challenge that Tom could not come to terms with, thus, resulting in his resignation.
According to one researcher, “Every day something changes at work: your products, your customers, your delivery schedules, your company’s policies,” (Richard, 2013, para. 1). Managing change in the workplace, however, will not always be simple. For a successful change in the workplace, it is imperative that managers are able to understand the basic emotions underlying any change initiative. There are three ways to introduce change in the workplace: communicate the goal and benefits with the employees, make change possible, and listening. (Baley, 2013) “In doing these steps, managers get an understanding of the barriers that block change and the emotions that come along with it,” (Baley, 2013, para. 3).
Critics say the employers are not conveying the goals and benefits to their employees. “I felt betrayed and out of the loop when it came down to what was expected of me on a daily basis,” says Tom. “My employees felt the need to cling to the past because it was more secure, predictable
Change in the Workplace
Tom is an employee who has been with the company, Community Tissue Services in Dayton, Ohio, for over eleven years. Until the fall of 2008, he had worked in distribution and made his way to the top as the Director over the recovery department. During this time, he had completed his MBA in hopes to become the Chief Operating Officer (COO) one day. Things were looking fine until the company was bought out by another organization. Shortly thereafter, Tom was faced with “change” in the workplace.
After working under the new management for a month, Tom was demoted to a supervisor role. His reaction to this change included anger, denial, opposition, and depression. As a manager, Tom had to illustrate to his employees the benefits of change so that they, hopefully, would develop an excited and positive attitude towards it. Sadly, this proved to be a challenge that Tom could not come to terms with, thus, resulting in his resignation.
According to one researcher, “Every day something changes at work: your products, your customers, your delivery schedules, your company’s policies,” (Richard, 2013, para. 1). Managing change in the workplace, however, will not always be simple. For a successful change in the workplace, it is imperative that managers are able to understand the basic emotions underlying any change initiative. There are three ways to introduce change in the workplace: communicate the goal and benefits with the employees, make change possible, and listening. (Baley, 2013) “In doing these steps, managers get an understanding of the barriers that block change and the emotions that come along with it,” (Baley, 2013, para. 3).
Critics say the employers are not conveying the goals and benefits to their employees. “I felt betrayed and out of the loop when it came down to what was expected of me on a daily basis,” says Tom. “My employees felt the need to cling to the past because it was more secure, predictable
References: Baley, A. (2013). How to introduce change in the workplace. Retrieved from www.smallbusiness.chron.com Richard, T. (2013). Change in the workplace: don’t fear it; use it! Retrieved from www.ezinearticles.com