Why Change Matters
In this page, I used the information of the first reading, The Icarus Paradox to understanding key terms we may met when organizational changing. Then analyze each term’s status, and its own place of each table in The Icarus Paradox table 1&2. Through this analysis I have understand what I need to be noticed while an organizational changing. And Still I combined the effective management with each term to understand how important the effective management is in an organizational change.
If a manager abuses an employee, and the employee tells the abusing manager’s manager, the upper level manager may have the mindset that managers always support their managers. The upper level manager may tell the abusing manager to handle the situation. Then, the abusing manager, with the support of the upper level manager, often terminates the employee the manager has abused. Consequently, speaking up can be unsafe for the employee who is the recipient of abuse. If an upper level manager does have the mindset that managers always support their managers, the upper level manager may be supporting a manager with a mental health disorder. While not all managers who are abusive have a mental health disorder, some may have one. Statistics show more than one in five Americans have a mental health disorder, yet only 16% seek treatment. Also, approximately 5% of the U.S. population has a serious mental illness. Many states allow employers to terminate an employee without cause. When an abused employee tells the abusing manager’s manager about the abuse, if the abusing manager perceives the abused employee as a troublemaker, he or she may terminate the employee.
Some employees who are the recipients of abuse may lack the skills or incentive to leave an abusive work situation because the abuse reminds them of family of- origin issues where they experienced repeated abuse. As a result, the employee believes that abusive experiences are everywhere, so he or she has no incentive to leave.
If a manager abuses an employee, and the employee tells the abusing manager’s manager, the upper level manager may have the mindset that managers always support their managers. The upper level manager may tell the abusing manager to handle the situation. Then, the abusing manager, with the support of the upper level manager, often terminates the employee the manager has abused. Consequently, speaking up can be unsafe for the employee who is the recipient of abuse. If an upper level manager does have the mindset that managers always support their managers, the upper level manager may be supporting a manager with a mental health disorder. While not all managers who are abusive have a mental health disorder, some may have one. Statistics show more than one in five Americans have a mental health disorder, yet only 16% seek treatment. Also, approximately 5% of the U.S. population has a serious mental illness. Many states allow employers to terminate an employee without cause. When an abused employee tells the abusing manager’s manager about the abuse, if the abusing manager perceives the abused employee as a troublemaker, he or she may terminate the employee.
Some employees who are the recipients of abuse may lack the skills or incentive to leave an abusive work situation because the abuse reminds them of family of- origin issues where they experienced repeated abuse. As a result, the employee believes that abusive experiences are everywhere, so he or she has no incentive to leave.