英国论文代写-造成变革阻力的主要原因

02 12月 英国论文代写-造成变革阻力的主要原因

本文主要讲造成变革阻力的主要原因,造成变革阻力的主要原因是缺乏适当的变革管理,以及领导者为了确保变革的成功而满足于完成他们所要求的任务。缺乏领导能力或根本没有领导能力会导致员工对改变的强烈抵制。在一个组织中,实施变更的领导者基本上是根据利益相关者和最高管理层的目的,应用涉及愿景的命令。领导者是变革的推动者。避免改变是人类的普遍倾向,因此员工不会对任何正在实施的改变感到非常兴奋。本篇英国论文代写文章由英国论文人EducationRen教育网整理,供大家参考阅读。

The main reason for resistance of changes is lack of proper change management and complacency of the leaders to perform the task required from them to ensure the success of change. Lack of leadership or no leadership at all can lead to high resistance from the employees towards change. In an organization, the leaders implementing the change basically apply the orders that involve vision in accordance with the purpose of stakeholders and top management. Leaders act as the agents of change. It is a general human tendency to avoid change therefore employees would not be very excited about any changes being implemented.
As it is famously said by Robert F. Kennedy “About twenty percent of the people are against any change.” This is where the role of a leader comes in to ensure smooth change implementation by addressing the issues faced by the employees. For a successful implementation of change, it is important to address the employee’s issue. An organization can hope to have planned results from any change implementation without taking along its employees.Some of the major issues employees face is the fear of losing their jobs after implementation of the changes. The fear of unknown new environment makes them think negatively.
In organizational surroundings, any change in technology, process, products or policy would involve working smarter, streamlining, cost effectiveness, higher efficiency and faster operations. In such situations, employees perceive that their job roles are either marginalized or all together eliminated. The sense of losing their job or job profile instills them with fear and the first result of this fear is that they resist the changes. (Vakola & Nikolaou, 2005) They perceive the change as threat. It is observed that employees who have greater level of job satisfaction are able to handle the changes in a better way. Since such employees are more positive towards the management. Unhappy or dissatisfied employee would generally view the changes in a negative way.

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