You often hear people say “nobody likes change”. As a manager, you cannot have this mentality as healthcare is constantly changing and managers lead organizational change. How would you address employees who are reluctant to change?
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You often hear people say “nobody likes change”. As a manager, you cannot have this mentality as healthcare is constantly changing and managers lead organizational change.
How would you address employees who are reluctant to change?
Your response must be at least one complete paragraph. You must provide constructive feedback on 2 other posts to earn full points.
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- According to the Catalyst infographic, all of the following suggestions are ways we can be accountable on the job every day. However, one of them is NOT. Which one? Mix things up; get to know coworkers you don't know. Check yourself; be mindful of coded language that might be inadvertently harmful. Learn from mistakes. Embrace humility and get uncomfortable; figure out where your discomfort stems from and educate yourself, or get advice or coaching in that area. Ignore the parts of your coworkers' identities that make you uncomfortable. If you don't talk about them, they won't be an issue.You are in a business meeting at work that requires your group to make an ethical decision. Your willingness to post the final decision on the bulletin board in the break room for all to see passes the test: "How will it make me feel about myself?" A) True B) FalseDiscuss the view that employees who resist organizational change are ‘just lazy’. Your answer should demonstrate your understanding to the concept of resistance to change, reasons of resistance, how to manage resistance by referring at least to one of managing resistance models, and the effects of resistance to organizational change.
- 1.Of the topics presented herein, business professionalism interview skills, how do you believe you could benefit the most from improving this; with specific examples? 2.Describe the actions you will take to improve upon your one identified area of improvement. Include at least one actionable SMART goal. (Specific and Narrow) 3.Describe the foreseen benefits to you upon improving in the above area (job placement? promotion? better co-worker relations? …?)Sustaining or institutionalizing change after implementation can be challenging for organizations and, in some cases, more complex than implementing the change itself (Palmer et al., 2022). The primary challenge centers around the need for those impacted by the change to adopt new behaviors and embrace a growth mindset. Therefore, leaders must communicate and reinforce the importance of these critical areas throughout the change process. How comfortable are you with accepting unanticipated organizational changes? How might leaders support employees in adopting new behaviors aligned with organizational change efforts? Share an example where embracing a growth mindset helped you adapt to an organizational change.Convincing others that a creative idea is a good one is not always easy. Share any experiences, and comment on techniques used. Alternately, in the following example, consider how you would help others through a shift in thinking. For example, your supervisor has asked you and a team of people to review a process used in your office. Your teammates all think the process is fine as is, but you see an opportunity for improvement. What is the most effective way to help others to see your point?
- 1. How has the work environment for managers and employees changed over time?2.Describe the importance of communicationas a manager within your workplace. Do you believe it is at an acceptable level? Why/why not? 3.How have the expectations regarding worker and managerial performance changed in recent years? 4.What is the greatest challenge you believe the workforce is facing as you look into the future? How do you view employment opportunities? 5.How can a manager improve the culture of his/her workplace in a short period of time? Is this possible?Often times, a manager will only be appointed to such a position because of the hard work and dedication that they have already exhibited on the job. Suppose that you were in a management position within the same company for fifteen years, when suddenly a new CEO decided that they wanted to change the way that business was conducted. How does the manager’s role adapt and change while adapting to the community, staff, and stakeholders?Use the following guidelines to set up your essay document must be at least three to five pages in length.Evaluating a Routine Set of Expectations This activity is important because managers routinely set expectations for how employees should fulfill their roles. The goal of this exercise is to demonstrate your understanding of routine sets of expectations. Read the routine set of expectations below. Then, answer the questions that follow. Daphne is Erika’s supervisor. Erika has worked at the company for over five years. Daphne has created a new mentoring system in which all experienced (3+ years) employees mentor newly hired employees. All experienced employees know they will receive mentoring assignments. Here is Daphne’s message to Erika about expectations for this assignment: (1) SUBJECT: Mentoring Hi Erika, (2) Mentoring is an important responsibility at our organization. Thank you for your help. (3) As a mentor, you can make a huge difference in the lives of our new employees and help them out so much. (4) Ideally, you can meet with your mentee at least a few times…
- Change management is a critical aspect of organizational leadership that involves planning, implementing, and adapting to changes in processes, structures, or technologies. In today's fast-paced business environment, organizations need to be agile and responsive to stay competitive. Effective change management requires clear communication, engagement with stakeholders, and strategies to mitigate resistance. Leaders must guide their teams through transitions, addressing concerns and ensuring that employees understand the rationale behind the changes. Whether implementing new technologies, restructuring, or adapting to market trends, successful change management is crucial for maintaining productivity and ensuring that the organization remains adaptable and resilient. Question: How can leaders effectively communicate and manage change within their organizations to minimize resistance, foster employee buy-in, and ensure a smooth transition to new processes or structures?What is each of the 10 guidelines about? 1: express anger directly and with kindness. 2: Check out your interpretation of others’ Behaviors. 3: to avoid attacks, Use “i” statements. 4: avoid mixed, or double messages. 5: When you Can, Choose the time and place Carefully. 6: address a specific issue, ask for a specific Change, and Be open to Compromise. 7: Be Willing to Change yourself. 8: don’t try to Win. 9: Practice Forgiveness. 10: End the Argument.You became a manager in an organisation that trains people who are having difficulty finding work due to incarceration, drug problems, or mental health issues. When you entered this organization, women complained about that men are too easy going and compromise the standards. Men said that women are too strict and not flexible. In the employee team, men reviewed male applicants while a mix of men and women reviewed female applicants. You instructed them, as your first move, to review all applicants in weekly meetings together, and all of them accepted. After two weeks, the men had found a spot and were eager to fill it before the next meeting. This caused a conflict among the staff. And at the next meeting, they went back to their camps and refused to share information about applicants. Instead of saying yes it’s good idea and discuss about applicants, they wanted to push what they thought was good. What is your next step now that there is a clear conflict between these groups of…