Just need a separate response for these 2 posts:

Post 1

Change initiatives are often accompanied by a change in top leadership. For those responsible for implementing or facilitating the change, there are a number of issues that might arise at the front line, such as a new organizational structure that needs to be considered. New leaders find it necessary to develop a fresh working structure within an organization to ensure that the organization's goals are achieved. An organization needs to be architected in a manner that gives the business leader the best chance of delivering the results he or she is looking for. This will require the employees to be re-positioned in new positions as well as given new tasks so as to fit into the ideals of the new organization. During the implementing of the new organizational structure by the new leadership, there might be conflict within the business that may arise. Due to fears that their jobs might be at risk, some employees may be reluctant to take on the responsibility of leading the new initiative. It is possible that a new leader will make policies that are in conflict with the culture of the organization, thus slowing down production processes. As a result of rigidity among the employees of the organization, it may be difficult for the organization to implement new ideas. People charged with implementing new ideas in the organization may lack the necessary skills, which will result in the destabilization of the business as a result of lack of skills. Having no clear vision with the new ideas leads to poor implementation, resulting in non-competitive business operations due to lack of unexplained vision.

Post 2

In the financial investment industry, one commonly experienced change initiative is technology. Palmer et al. (2022) identify technology as one driver of organizational change as it reshapes work and brings benefits. Innovative technologies bring speed to quickly identify sound investments leading to better decision-making based on data-driven insights (Majbour, 2023). Technology as a change initiative brings about transparency in financial investments through accessible data and knowledge previously unavailable (Majbour, 2023).

Palmer et al. (2022) provide pause as a reminder that technological changes carry significant implications that require careful management. The management of front-line workers is responsible for implementing and facilitating technology change. Advances in technology in the workplace bring concerns among workers of mass layoffs as technology takes over the job once held by humans. A second concern is job design allowing for highly skilled workers who are paid well or unskilled workers to receive poor pay, creating a chasm between the two (Palmer et al., 2022). The third concern is exploiting gig workers, for example, the Hollywood Screen Writers striking to protect their jobs from using artificial intelligence. The last problem is increasing cybercrimes from inside and outside the organization.

Financial investment management of front-line workers will need to provide skill-building opportunities for workers to advance themselves through technological changes. Workers may need more skills or knowledge to accomplish their job with new technologies, requiring training, skill-building, and mentoring (Palmer, 2022). Managers can set the tone for positive technological change by creating a safe place for learning and growing through mistakes to raise a confident, competent, capable workforce. The financial investment industry is one business sector that still requires social intelligence as it interacts with stakeholders (Palmer et al., 2022). This reassurance for front-line workers should quell concerns of job loss due to technological replacements for their jobs. Nevertheless, it still needs to instill the reality that technology continues to evolve in the workplace and among its workers.