Just need a response to the 2 separate post below

Post 1

After reading the article the three reasons for resistance to change I chose are fear of the unknown/surprise, loss of job security/control, and an individuals redisposition towards change. I feel that these three resistance has the most impact on employees when in comes to change and implementing change.

The one that would be the most critical in my organization would be loss of job security/control. Loss of job security is most critical because that is what most employees fear in regards to change. When their job or department is no longer needed in an organization employees have to go back start looking for work again and jobs are really hard to come by these days. Employees lose benefits, seniority, and the thought of starting over, which is also fear of the unknown. Quast, 2012, "Eliminate fear of the unknown by letting affected groups know there will be changes coming."

As a leader it is hard to implement change, but a good leader knows that it is important to speak with department heads and work together to provide a change that will be beneficial to employees. Although it is inevitable to please everyone and to keep change from occurring, but there are ways to ensure that the process comes together smoothly. "Implementing change is never painless, but it can be a lot less painful for everyone when it is done with empathy and compassion after thorough analysis, planning, and strategizing," 9Quast, 2012). Good leaders understand this and comes up with different strategies to ensure the implementation of change has limited resistance.

Post 2

Fear of the unknown is probably one of the biggest factors in resistance in many scenarios. Some people refuse to go into the ocean because of the unknown. While on another scale, change also can inflict fear of what may lie ahead and have an undesirable outcome.

Timing is probably one of the must underrated values in change management. Even someone that is open to change may completely change their mindset if it is not implemented with precision, empathy, and of course..the wrong time. If change is projected in a short amount of time, the employees do not have time to digest it and adapt (Quast, 2012). Change big or small requires a lot of people to stop doing things the way theyve been doing them and accept it. This takes time and tact, Rome wasnt built overnight

Individuals predisposition to change can stem from a personality characteristics and mindsets. Someone who enjoys structure and systematic flow (caretaker) may be more likely to resist change because change throws a wrench in their well-oiled machine. On the other hand, an employee who embraces change and development and views it as a chance to grow (coach) will often be more likely to take the change and run with it. This is the most critical in my organization because we have such a diverse workplace down to the lowest level. Different factors such as age, culture, and personality vary greatly and in order to ensure that we all are on the same page, it requires open-mindedness, understanding, and effective communication. As a leader, I would take the time to know my subordinates and know each other through team-building exercises. We can learn to trust the team we are with, hopefully breaking some predisposition to change that anyone might have. Earning the trust of the employees and fostering open communication allows people to voice their concerns and provide feedback. Doing so allows me to make adjustments as need be and increases the chance for a smooth transition.