Question

In Chapter 7 of the text, there are several forces for organizational change: workplace demographics, technology, globalization, market conditions, growth, and poor performance. Based on your personal or professional experience, provide an example of when one of these forces caused an organization to change. Why did it cause this change? What was the result? What resistance to the change occurred, if any? How was the resistance (if any) overcome?

Answer 1

SOLUTION:-

* In my professional experience, we have undergone change in our organization based on the force of poor performance when the organization implemented a new performance measurement system that allowed the employees to rate the coworkers and supervisors.

* We were following the traditional system that allows only the supervisors to rate employee performance appraisals Some of the managers took it as a chance to excercise favoritism and promoted the employees they like.

* The employee morale started to diminish and the performance deteriorated.

* Management understood the importance of a change in the appraisal system to keep the employees motivated and improve performance.

* Hence they implementedcertain changes in the performance evaluation methods and included a feature that allowed the employees to rate their sipervisors as well as the coworkers.

* The overall rating depends on all these factors which helped to motivate the employees as they received certain authority over deciding teh performance of each other.

* The managers also become conscious while giving ratings as teh incorrect rating may affect their own performance.

* The performance evaluation system became more transparent which increased our confidence and commitment towards the employer.

* There was resistance to these changes from certain managers as well as employees may take this as a chance to take revenge on them and also based on thr assumption that they make lose control over the subordinates.

* The concerns were addressed properly by the management through open discussions and ensuring clear process to rate the employees mainly based on data evidence.

* The employees resisted the change because of the lack of knowledge on the new system which management overcame by providing clear communication and proper guidance to the employees.