Wk 4, IOP 490: Using I/O Psychology to Mitigate Workplace Challenges

Using Measurement Tools and Gauging Employee Satisfaction

Christine Ledford

University of Phoenix

IOP/490

November 2, 2020

Professor D. Athanassaides

Using Measurement Tools and Gauging Employee Satisfaction

All people love to bring up a routine and maintain it. Knowing what to expect each day makes one get comfortable. It is hard to move from our routine and develop new routines. Change cannot be evaded, and in most cases, it is needed to enhance growth; mostly in regard to business. Organizations may be required to change their way of living due to several reasons. For instance, technological change and new policies.

Change Adoption Strengths

Effective change management aids in enabling the organization remain competitive. If the organization can gradually and peacefully take up change, it will not experience many difficulties. Impacted competitors, impacted by similar situation that do not already have a change management technique to fall back on, will be left struggling. The organization on the other hand will have gone through major planning. Whenever required, the organization will only be required to get the plan and get working. The organization will already have knowledge on the form of support that the workers require, so as to remain motivated in the process. Change adoption aids in enhancing the growth of the organization; where the organization gets a chance to learn new things each time something changes. It as well maximizes opportunities for the individuals willing to embrace them. It aids in creating new positions, divisions, and opportunity to create a new job vacancy (Mdletye & Ukpere, 2014).

Change Adoption Challenges

One major disadvantage of change adoption is that one cannot tell about the future. It is essential to ensure that the organization has change adoption techniques ready to go. However, at times, situations may take a different or multiple twists. Change management can take up improper procedure. In addition, if the amount of resistance from the employees is not treated in an effective manner, it can destroy the task. Furthermore, if the clients are not informed about change adoption, they may tend to resist the changes. This may make employees move to other alternative organizations.

Issues Relevant to Leadership Managing Change

Some of the issues related to leadership managing change include employee resistance. There are employees that like change and organization should evolve in order to remain relevant. Resistance to change can begin anywhere in the organization. The management may not be willing to spend money or change daily routines. Departments may not identify wider organization requirements so long as their system is functioning. This leads to stakeholders not seeing the way the changes may improve the organization in a great way. In addition, the workers may be worried on how this change may affect their jobs. The employees may resist even after the change if they feel that the change may make the employee’s role harder.

Change Leadership Development

Leaders may as well face a hard trying to reverse an ineffective change. The planning, preparation roles as well as impact evaluations do not guarantee an effective initiative. Therefore, whenever a project becomes problematic, it becomes hard to reverse it to the normal form. Thus, a contingency plan aids in keeping on prepared for the unseen occurrences. This can take place especially with new systems. In cooperation with managing changes, a solution that includes roll back functionality aid in efficiently plan, and assess a roll back plan in any context in order to return to your former state. Insufficient consensus as well impacts leadership management (Coetzee et al., 2012). Failure to include each person on board with changes may result to difficulties during the process.

Integrating DISC Assessment into Change Leadership

A DISC assessment is a personal assessment tool that is implemented by many organizations each year. It can be used to understand more about an employee. DISC is an acronym of four behavioral techniques of dominance, influence, steadiness and conscientiousness. The DISC assessment tool assumes that an individual has the four basic behavioral styles in different ways. This technique can be applied in change leadership to enhance self-awareness. Effective change management majors on self-knowledge. DISC profiles provides ways to address an individual effectively. For example, factors that motivate, factors that cause stress, and to how to solve issues. Therefore, the DISC profile is used to identify where the employee fall in regard to change (DISC, 2018). The DISC assessment can be used to identify if each employee is aligned to the change. Therefore, through it, we can foretell when a change project will be successful or fail.

Conclusion

Change is an essential aspect that can aid in ensuring that the organization remains competitive and relevant. However, change is affected is impacted by a number of factors in the organization. At times, change may face resistance. Additionally, changes may become problematic and difficult to reverse, thus causing major changes to the organization. However, the DISC assessment can be used to identify the success or failure of the proposed project. This would assist the organization in avoiding failure.

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References

Coetzee, R., Visagie, J. & Ukpere, W. (2012). Leadership challenges in change intervention and navigation. African Journal of Business Management, 6(51). DOI: 10.5897/AJBM12.1447

DISC. (2018). What is DISC? https://www.discgb.co.uk/whatisdisc

Mdletye, M & Ukpere, C. (2014). The strengths and weaknesses of the transformational change management process in the south African department of correctional services. Critical Analysis. Journal of Governance and Regulation. https://doi.org/10.22495/JGR_V3_I4_C2_P10

Appendix 1

Organizational Readiness Survey

The answer are based on 1 through 3 scale (Response scale: 1 = Disagree | 2 = Neutral | 3 = Agree).

Are you aware of the new project?

Do you understand the objectives and goals of the new project?

How important is this change to achieving your vision in your role?

Do you think that the management is committed to the success of the project?

Will you have the ability to support the new project management through the change process?

How efficient is the communication from leadership team to the people involved in the implementation?

Do you understand how the new project will affect you?

Personally, how fast do you adapt to change?

Do you thing decision making is effective?

How do you feel about the culture in your organization associated with change?

Appendix 2

Pulse Survey

Are you satisfied with the implementation of the new project? (Response scale: Unsatisfied | Somewhat unsatisfied | Neutral | Somewhat satisfied | Very satisfied)

How happy are you at work? (Response scale: Unsatisfied | Somewhat unsatisfied | Neutral | Somewhat satisfied | Very satisfied)

With the implementation of the new change, do you feel that employees are being overworked more than usual? (Respond with a yes or no response)