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Discussion Questions: Management

  1. Fear of the Unknown

Fear of the unknown comes about when the employees are worried about a particular vital factor at work (Borkowski, 2015). The predicament of the factor is unpredictable hence brings about fear in the individual. Fear of the unknown involves factors like change in an organization where employees are reshuffled or face a turnover depending on their performance. The outcome is unpredictable since most of these vital decisions are handled by the top level of management. Consequently, this instills fear in the employee who is not aware of the fate of his or her job. As a result, it leads to employees worrying about their present and future of their careers.
Fear of the unknown effect performance in various ways. It increases the level of stress in an employee hence creating a negative impact on the employee’s work environment. The work environment acts as one of the motivating factors in employees. An unfavorable climate work leads to depression and resistance to the slightest change, Based on an employee’s performance which includes arrival at work and flexibility in working under different pressures, supervisors at work tend to give feedback after evaluation of such crucial factors. Out of fearing the outcome at work, most employees find it hard to embrace the recommended change or path they should take as far as job performance is concerned. Consequently, this leads to reduced productivity among the employees.
There are various ways to help overcome fear related situations at work. Managers should ensure that the team is capable of handling various changes within the workplace. It can be achieved by training employees with different skills which allow them to be all rounded in different spheres as far as the job is concerned.
 

  1. What factors do you think help with employee buy-in and acceptance to change?

Some factors influence the process by which employees accept or resist change in an organization. Although most decisions are fueled by the top level of management, it is essential to include employees in the process of decision making (Spector, 2010). The presence of employees who resist change in any given organization is described as a major setback hence leads to delayed performance regarding achieving some objectives set by the company to be achieved. Some factors significantly influence how the employees give in to change as explained below:

  1. Poor communication and engagement

Communication plays a great role in the process of making decisions in any given part of an organization. Consultations have to be done from various heads of department. As a result, communication has to be carried out by the employees to help them embrace the change that will shortly take place. They need to be convinced of the primary aim of the modification as well as its effectiveness regarding job performance which directly influences the whole performance of the organization. Communication plays a vital role in the process of buying in employees towards embracing various necessary changes in an organization.
 
 
 
 

  1. What methods did management use to implement and sustain change?

Some ways and strategies are used to sustain and implement change in an organization. They include:

  1. Motivational type of leadership

Motivational leadership involves the process of creating and enhancing motivation among employees. Motivation includes making decisions and introducing strategies that favor employees as per their performance. Motivation includes compensation, rewards, job promotion and training of employees to equip them with various skills. Motivation helps employees find the zeal to report to work early out of having a better work environment. Arrival at work on time greatly influences job performance hence quickens the rate at which various decisions and changes are implemented.

  1. Creating a strategy into action

Creating a plan into action planning involves an approach which includes evaluating various performance factors hence linking strategies that relate to different organizational goals and objectives. The ultimate purpose of creating a strategic plan in action involves enabling the organization to implement various decisions which open doors to opportunities and easy administration of different departments of an organization

  1. Performance management

Performance management is a process by which managers and employees work together towards achieving a particular specific goal. It involves reviewing and monitoring of various objectives in an employee’s scope of work that influences the performance of an organization. Performance management also includes reviewing of different goals depending on what the organization aims to achieve within a particular time span. Progress is assessed by way of providing feedback to the employees regarding what they need to adopt to help implement various changes within an organization. Feedback to employees helps them to meet their set of objectives as well as different career goals. By way of adopting such practices involved in performance management, an organization is bound to implement various changes which lead to better organizational performance.

  1. change makes staff feel valued and respected

In an organization setting, employees need to feel valued and supported as far as the work environment is concerned. Below are some ways which managers need to adopt to make employees motivated?

  1. Be a good listener

Managers should approve the act of being good listeners coupled with the fact that he/she form a relationship between the employees and the management. The manager should learn to listen to workers as far as the employee’s concerns are involved. Employees need the necessary attention to feel valued and appreciated. It includes activities such as replacing worn out furniture and machinery such as computers and office phones for communication. In the work setting worn out furniture may lead to accidents hence replacing them creates a better work environment where the actions feel comfortable working (Spector, 2010).

  1. Performance evaluation.

In the process of conducting the process of performance appraisal, the accurate feedback regarding what workers need to adopt or improve plays a great role. By way of Approaching each worker as per their performance by way of close talk rather than lamenting. Lamenting of glaring mistakes in the work place makes employees feel undervalued and considered inferior before other workers. Consequently, it leads to a growth of a negative attitude towards work which results in low productivity at work.

  1. Taking action

Taking action involves dealing with any issues at the place of work without delay. As a result, employees feel that their concerns are being taken to account. The action includes addressing various matters affecting the performance of employees such as crowded workplace with less working space hence affects and intrudes the worker’s privacy at work. Actions in such a situation involve of creating more office space for the employees to operate. A large workspace helps in monitoring and keeping or various records by way of storing files in separate files to avoid confusion. Crowded workspaces lead to confusion and loss of vital information.
 
References
Borkowski, N. (2015). Organizational behavior in health care. Jones & Bartlett Publishers.
Spector, B. (2010). Implementing organizational change: Theory into practice (2nd ed). Upper Saddle River, NJ: Pearson Prentice Hall
Spector, B. (2010). Implementing organizational change: Theory into practice (2nd ed). Upper Saddle River, NJ: Pearson Prentice Hall
Spector, B. (2010). Implementing organizational change: Theory into practice (2nd ed). Upper Saddle River, NJ: Pearson Prentice Hall