10. A common reason that people resist change on the job is a) fear of failure. b) feelings of certainty. c) low job satisfaction. d) high self-esteem.

An organization can grow and expand itself only if it adapts changes. Adapting to new technologies…

Answered: 0. A common reason that people resist…

Understanding Management (MindTap Course List)

10th Edition

ISBN:9781305502215

Author:Richard L. Daft, Dorothy Marcic

Publisher:Richard L. Daft, Dorothy Marcic

Chapter8: Managing Change And Innovation

Section: Chapter Questions

Problem 1AL

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Similar questions

As a manager, how would you deal with resistance to change when you suspect that employees’ fears of job loss are well-founded? What recommendations would you make to the company to help facilitate the transition for employees even if the company does have to downsize?
In your company's management development program, there was a heated discussion between some people who claimed, "Theory is impractical and thus no good," and others who claimed, "Good theory is the most practical approach to problems." What position is better and why?
This question has two parts; be sure to answer both. First, give examples of two forces outside an organization and two forces inside that would be likely indicators of a need for change. Next, imagine that you run a small downtown store, Games R Us, that specializes in selling board games from around the world. Explain how each of the forces you identified might affect your business.
As a manager, how would you deal with resistance to change when you suspect that employees’ fears of job loss are well-founded? Give an example of what you might do or have done as a manager to improve the situation and why
Some people resist change, whereas others welcome it enthusiastically. To deal with the first group, one needs to overcome resistance to change; to deal with the second, one needs to overcome resistance to stability. What advice can you give a manager facing the latter situation? Please discuss completely. Make sure to discuss the items that make individuals resistant to change.
Employee participation is perhaps the most powerful lever management can use togain acceptance of change’ .What are the potential barriers to employee participation?
Is there a singular type of change that necessitates managers utilizing the behaviors/skill sets that you describe? What type of change would that be?
Imagine that you’re a manager who is preparing to advise your department of some upcoming changes. How would you deal with resistance to change when you suspect that employees’ fears of job loss are well founded?
What tools are available for leaders to evaluate organizational readiness for change. How might you employ those tools in your organization to determine if the organization is ready to engage in the change process?
When organizational change is implemented by the organization and higher-level executives to lower-level leadership and/or management, why leaders should not reject resistance to change from employees? What several factors should influence someone decision that leaders should accept resistance to change and not reject it?
What is the meaning of this: 1. Job opportunities 2. Enterprise 3. Creative thinking 4. Managing Change
How would you deal with employees who are resisting change because their habits are threatened? How would you deal with them if they are resisting because of a fear of failure?

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