Proposal for Organizational Learning Issues

Resistance Issues

Resistance Issue Description

Resistance Risk (Before)

Mitigation Intervention

Resistance Risk (After)

Mitigation Intervention Rationale

Culture

A workforce is filled with people from diverse cultures which affects their ability to perform certain activities as a result of barriers like beliefs, language and ethics.

H

It is important to crate interventions that are impartial to employees’ beliefs. This would promote the ability to impact the

L

The decision-making team creates frequent meetings to analyze employee activities and behaviours so that an appropriate intervention is created for all of them.

Psychological Learning Threat

The organization has a diverse workforce which can affect the capability of their members to accept changes.

H

The most appropriate technique of dealing with the psychological issue is to inform employee to remove all negative mental attitudes towards the changes.

L

The technique proposed is effective since communication of business operations to the workforce removes all mental blocks employees have.

Organizational Structure

The organizational structure applied by the company involves a CEO as the head who mandates monitoring of employees by the vice president of human resources.

The workforce must respect policies mandated by the human resource leadership.

L

The risk of employees ignoring policies mandated by the human resource department is low since every employment opportunity is created by the human resource department. It is thus mandatory for employees to adhere to all job descriptions.

L

The main intervention in this case is to ensure all leadership roles are properly created so that employees know where to report any issues.

Employees should get supervised on a daily basis to ensure their activities are in accordance with policies mandated by leaders.

Workforce Commitment

Employees may face commitment issues when they are presented with change in the workforce’s operations.

Issues may occur primarily because of lack of clear communication to employees causing them to perform poorly in a newly adopted work strategy.

M

The mitigation tactic applied in this case is to engage the entire workforce in training sessions to ensure their commitment positively impacts a business’ operations.

The training will major on engaging employees with management so that they are motivated to fulfil organizational goals.

L

The rationale behind the transformation is to create awareness in employees to realize the importance of change in their productivity.

Commitment is increased when employees converse with leaders since they realize the holistic boost of individual productivity on the company’s mission.

Dissemination of Knowledge

The majority of resistance to change occurs when employees are not accurately informed of the step by step methods of changing their activities.

H

Since the majority employees function based on their leaders’ expectations, it is mandatory to inform them of the proper method of applying new products and services.

L

The new operational tactic, its importance and the channel used to apply change are informed to employees as soon as the CEO proposes the change. The vice president of HR can use technological means of communication such as projectors and digitized messages to inform employees of all required activities.