Sample Paper on Lesson from Presentation

I agree that the unfreezing, moving, and refreezing model offers organizations and managements an effective and practical way of addressing the process of organizational change and any resistance that employees could have towards the change. Resistance to change represents one of the biggest challenges in management because it undermines the productivity and motivation of employees to participate in the process and yield competent progress towards desired objectives. I think that this model is valuable because of its emphasis on the participation, motivation, and productivity of employees as important factors for the success of change. Failure or incompetence in managing employees’ resistance to change could have adverse effects on the capacity of the organization to adapt to changing business environments, and hence undermine organizational performance.

The three-stage model allows leaders to employ a systematic process to prepare employees for the change, undertake the change, and enforce it. Human resources are vital in the change process because they offer the skills and efforts necessary to make it successful (Hanson, 2013). This means that the enthusiasm of all staff members in an organization is critical forsuccessful organizational change.In most cases of organizational change, social change (in contrast with the technical aspect of the change), is the essential cause of resistance. Employees typically feel concerned about the effects of changes in human relationships that accompany the technical change (Dent & Goldberg, 1999). To address resistance to change, it is necessary to communicate the vision, process, and benefits of the change effectively to all employees. I shall incorporate this lesson in my future practice by ensuring quality two-way communication between employees and the management in all organizational processes, including change processes. This is likely to address any anxieties that the employees may have in organizational change, and hence address their resistance to change effectively.

 

 

References

Dent, E., & Goldberg, S. (1999)> Challenging ‘Resistance to Change’. The Journal of Applied Behavioral Science 35(1): 25-41. Retrieved from:

Hanson, S. (2013). Change Management and Organizational Effectiveness for the HR Professional. Cornell HR Review article. Retrieved from