Discussion with 2 responses

Tactics that will help reduce the negative connotation include: encouraging participation among employees when the management plans for changes, this is because the changes are meant for employees hence need for involving them and ensuring that they participate in the process, such participation lessen the resistance during the implementation phase (Heathfield, 2016). The manage can achieve this by organization small informal meetings where relevant details about the proposed changes will be discussed to encourage individual contribution.

Additionally, forming leadership team will help reduce the resistance, the team might consist of a section of employees or even departmental managers who will consequential oversight the portions of the organization during the changes who will guide employees on the right direction (Heathfield, 2016). The leadership will also have the opportunity to gather feedback to open a line communication throughout the organization. this will enable the employees feel that the organization is honest and want them to be part hence they will embrace the changes more quickly.

Student 2:

In order for an organization to remain competitive, it has to change from time to time. By accommodating change, an organization is able to adopt to the changing business environment and remain competitive. Organizations need to change strategy and internal environment to keep up with the ever changing market.

Whenever there is change in an organization, it raises a concerns from employees. Employees can either support the proposed change or to oppose these changes. In most cases change in an organization is usually difficult as it most likely gets opposed by the status quo.

Change in the organizational climate may includes the steps such as planning, implementation, monitoring and review. Regular changes in an organization is good as it allows the organization to become agile and quickly react to the changing market. This is healthy and could lead to the success.

The resistance of changes occur when employees don't feel like changing their usual routine or job duty or don't like to change their surroundings. This resistance lead to a major barrier in the change implementation process. Employees may also fear of new change. The concerns of all the employees must be addressed and resolved by the tp management. There must be an open communication about the change to be implemented.

There are indeed various tactics to reduce negative connotations such as management may make the employees understand regarding the actual need for the change and the benefit they may get after the changes occurred. This way they may feel interested. The management must have regular interaction with the representatives of the employees so that they can also convince the manpower about the effectiveness and profitability of implementing the changes. The management must have some training and counseling session in which the employees can be provided training on the processes and the methods to be adopted.

Reference:

Ford, J. D., Ford, L. W., & D'Amelio, A. (2008). Resistance to change: The rest of the story. Academy of management Review, 33(2), 362-377.

McInnes, P., & Corlett, S. (2012). Conversational identity work in everyday interaction. Scandinavian Journal of management, 28(1), 27-38.