1 hour deadline- 700 words

Write 300 words on discussion and respond to two articles with 200 words each

1)Write 300 words for discussion with 3 peer reviewed references

How would you suggest a leader overcome resistance to a change that is going to cause some people to lose their jobs?

2) Respond to two articles with 200 words each

Article 1

Introduction to resistance to change

            The concept of resistance to change enlightens the professionals’ or leaders’ unwillingness to adapt the new infrastructure or technologies within the organization’s core by which the development of innovative environments can be restricted. While employees realize that they do not want to change their environment, resistance has ultimately occurred in the organization. Many professionals have also resisted changes because sometimes they have not acquired the prominent visualization about the consequences and purposes of those changes in the organization.  

Suggesting ways to overcome the resistance to change

            While leaders resist any changes to the organizational environment, various approaches need to be considered to overcome their resistance to changes. Firstly, leaders must communicate and educate their team members by which they can open their minds with the broad dimensions. While the leaders would be able to communicate with their team members and superior professionals, they become incurred various perspectives related to changes, which satisfy themselves to adapt the changes accordingly (Khan et al., 2017). Secondly, leaders must also participate in every event with their team members by which they become aligned with the acceptance, and the collaborative effort would engage people more in the change procedure by eradicating the issues. However, resistance to any changes leads to the employee’s termination from the job, so with participaton in the team activities, they deviate from such effective ideas, influencing them to accept the changes in the organization.

Thirdly, the leader should implement any changes to the organization in several stages instead of focusing on the single-phase implementation by which the team members and superior professionals would be able to incur sufficient knowledge pieces about the purpose of changes (Vos & Rupert, 2018). Deployment with the multiple phases results in reviewing the individual phase from where the professionals would be willing to accept the changes in the organizational environment. Lastly, leaders must also visualize the entire information regarding the changes to the organization to employees by which all of the professionals would be streamlined with the consequences regarding the changes. By visualizing the data to professionals, leaders would accurately showcase their transparency and visualize the improvement areas within the organization, motivating them to overcome resistance to change and accept the changed environment for incurring future benefits.

             

               

References

Khan, S. T., Raza, S. S., & George, S. (2017). Resistance to Change in Organizations: A Case of General Motors and Nokia. International Journal of Research in Management, Economics and Commerce, 7(1), 16-25. http://indusedu.org/pdfs/IJRMEC/IJRMEC_1042_16125.pdf

Vos, J. F., & Rupert, J. (2018). Change agent’s contribution to recipients’ resistance to change: A two-sided story. European management journal, 36(4), 453-462. http://www.workwithjoy.nl/docs/Vos_Rupert%20EMR%20in%20press.pdf

Article 2

The agreement, can be an option to opt-out and overcome resistance. Protection from change is additionally engaged when individuals feel they will be alternately impacted by its results. This might be an eventual outcome of an agreement that their advantage or occupation potential will be hurt or that the compensations of the change are not worth the work required. To battle this sort of protection from change, a connection might contemplate offering motivations. Such moving powers might meld additional compensation, further made advantages, or offer facilitated work plans. This procedure expects that the game plan ought to agree. The inconvenience is that such blueprints can be excessive and don't ensure liability with change.

Also, another way to deal with it can be support, authoritative change is customarily joined by a change to plans, disposing of individuals from (since a shockingly prolonged stretch of time back settled) safe spots. This may besides incite weariness, particularly if the alliance is committed to visiting change or business progress. Whether or not individuals transmit an impression of being suffering from progress, it is possible that they are basically surrendered to it. They should be given the help expected to connect new abilities to be made and guarantee that change burnout doesn't change into a reality. Support expects that directors ought to urge their ability to grasp anyone on a more significant level and collaborate with their family. Offering pleasing help is likewise horrid, requiring organized bosses and pioneers to utilize getting-ready frameworks to be best when coordinating change in an alliance.

Reference:

Drago-Severson, E., & Blum-DeStefano, J. (2014). Change No to Yes: Leaders Find Creative Ways to Overcome Obstacles to Adult Learning. Journal of Staff Development, 35(4), 26–29.