Resistance to Change...!!!

Resistance to Change…!!!

Dear Readers,

Today I want to talk something about resistance to change in any organization. As we have read many a times that it is a human tendency to resist change. It may be in various ways and types but it is obvious that employees resist to change.

Change management is very much necessary to undergo change in a efficient way. Managing resistance to change is challenging. Resistance to change can be covert or overt, organized or individual. Employees can realize that they don't like or want a change and resist publicly and verbally. Or, they can just feel uncomfortable and resist, sometimes unknowingly, through the actions they take, the words they use to describe the change, and the stories and conversations they share in the workplace.

Employee’s resistance can be controlled effectively through ways like effective communication, organizational development etc. Appointing a change agent can be a leading step towards managing change. And for this, spotting resistance amongst employees is also very necessary.

Employees resist change:

v  When the reason for the change is unclear.  Ambiguity--whether it is about costs, equipment, jobs--can trigger negative reactions among users.

v  When the proposed users have not been consulted about the change, and it is offered to them as an accomplished fact.  People like to know what's going on, especially if their jobs may be affected.  Informed workers tend to have higher levels of job satisfaction than uninformed workers.

v  When the change threatens to modify established patterns of working relationships between people.

v  When communication about the change--timetables, personnel, monies, etc.--has not been sufficient.

v  When the benefits and rewards for making the change are not seen as adequate for the trouble involved.

v  When the change threatens jobs, power or status in an organization.

Now if any change agent has to implement change in any organization, and he understand these reason clearly, the change can be brought in effectively.

 That is all for today… Good Night… OPEN UP… & Stay Happy… :)

Comments and suggestions are always welcome… :)

“It is easier to resist at the beginning than at the end.”
― Leonardo da Vinci

Workplace Spirituality…

Workplace Spirituality…

Ethics and Values at workplace… Is your workplace ethical?

Dear Readers, yesterday we talked about workplace spirituality. Today I am taking another aspect of spirituality into consideration which is Ethics and Values.

Our Value system depends on our ethics and Ethics is about behavior. In the face of dilemma, it is about doing the right thing. Ethical managerial leaders and their people take the “right” and “good” path when they come to the ethical choice points. One should wonder that how ethics and values can affect our business environment? So my answer is when we ethically drive our values, these are the key areas which get affected. These are:-

Wisdom and Knowledge: The capacity to take information and convert it to something useful.

Self Control: The ability to avoid unethical temptations. The capacity to take the ethical path requires a commitment to the value of acting with temperance.

Justice and Fair Guidance: The fair treatment of people. Justice is served when individuals perceive that they receive a fair return for the energy and effort expended.

Transcendence: The recognition that there is something beyond oneself more permanent and powerful than the individual.

Transcendence: The recognition that there is something beyond oneself more permanent and powerful than the individual.

Courage and Integrity: The courage to act ethically and with integrity. These values involve discerning right from wrong and acting accordingly.

Now these values once gets reflected in one’s behavior in particular to employees within an organization, it is more likely that employees will end up creating a fair enough value system within the organization which will go on for years to come.

Tomorrow we will take discussion further and will conclude the topic. Till then, Good Night… OPEN UP…!!! And Stay Happy… :)

Comments and suggestions are always welcome… :)

Workplace Spirituality

Workplace Spirituality

Dear Readers,

Today I am starting a new topic related to workplace spirituality, ethics, culture, values and beliefs. This will go on for several days in a row.

Today I want to discuss something about workplace spirituality. Spirituality means as the search for "the sacred," where "the sacred" is broadly defined as that which is set apart from the ordinary and worthy of veneration. (Acc. to Wikipedia). Now one may ask that how a business place would be sacred. But here I want to make my point that business point may not be sacred but the activities performed at the business place may be spiritual and in fact they should be.

Here spirituality should not be mixed with religion which is altogether a different thing. Spirituality at workplace may consist several various religions in it. Although our values and beliefs that make us spiritual are derived from our religion only but it should be considered that all the religions provide same message as per workplace in question.

Tomorrow we may discuss about what all are the activities that may come under spirituality and how they should be performed.

Till then, Good Night… OPEN UP…!!! And STAY HAPPY… :)

Comments and suggestion are always welcome… :)

Employee Engagement...!!!

Employee Engagement

Are your employees engaged?

Employee engagement is the term used to describe the loyalty and commitments of employees towards organizational goals and objective with respect to employee’s own interest. Employee engagement is the program in which employee feel motivated and show better results in their performance.

In particular, engagement is two way: organizations must work to engage the employee, who in turn has a choice about the level of engagement to offer the employer. Each reinforces the other. An engaged employee experiences a blend of job satisfaction, organizational commitment, job involvement and feelings of empowerment.

So, how to get your employees engaged? Some time ago, I have read 3Cs for employee engagement, these are:-

Career: The opportunity to grow career through promotions, rotations and significant assignments is the most important need of employees. If the company and its managers spend meaningful and genuine time in helping employees grow their careers - employees will definitely feel engaged.

Competence: While career is about the actual growth, competence is about the ability to grow. An opportunity to learn and apply the learning in real life tasks grows competence. And most employees are looking for competence-boosting opportunities.

Care: Caring is a fine art that requires managers to be sensitive, empathetic and spontaneous, which in turn increases level of engagement in the employees.

If any manager, follow these 3Cs, he will more or less be able to increase engagement level of employees which surely affects their performance thus increasing overall organizational effectiveness.

Comments and suggestion are always welcome… :)

See you all tomorrow with a new topic, till then Good Night… OPEN UP…!!! And STAY HAPPY…:)

Work-Life Balance Last Part…

Work-Life Balance Last Part…

Dear Readers

This is the last part of this topic. So far we have discussed that how work-life balance is related to employees and in females in particular. Now in this part I want to discuss that how age factor is related to this topic.

We can see that when any young employee who is unmarried joins any organization, he is much more dedicated towards the effectiveness of the organization but as he progress further in his personal life, his commitment and dedication loose a little. Also he is unable to do that much work as he used to do before. This also led to unsatisfied employer who expects more returns from the same employee.

Now when the same employee gets more responsibilities in his life, he in respect to show more dedication towards his work, end up in creating this work-life imbalance, which affects both of his personal and professional life.

Also we can take cases of older employees who are in their late fifties; they are the employees with most experience but least energy to work. Employer in turn expects them to work to guide their subordinates. This also gives rise to imbalance between work and life.

So, this concept of work-life balance is very important for both employees and employer to understand so that they can judge the imbalance properly and thus can work together in right direction as to satisfy both of them.

This ends our topic of discussion here. I will be back tomorrow with new topic. Till then, Good Night… OPEN UP…!!! And STAY HAPPY… :)

Comments and suggestions are always welcome… :)