Key Trends Driving Changes in the Workplace
Discuss about the Designing, Improving and Implementing Process.
Hayes (2014) has stated in his research paper that dealing with the gradually increasing demands of change is one of the biggest challenges that the business face now a days. It can be stated that best practices is all about developing as well as implementing effective consultation mechanisms that encourage cooperation along with the engagement of the employees and the management. It is required to mention here that in some instances, consultation is not a choice but required by law. Cameron and Green (2015) have mentioned in details that there are significant benefits linked with implementing as well as maintaining a culture of consultation and cooperation in the place of work. Businesses working to best practices identify the benefits of regularly seeking options and views from the employees, whether that is through consultation with the individuals, groups, unions or a mixture of all these three. I have understood that with the increasing expansion of technology and globalization of the organizations, the information age is causing a transformation in work with a requirement to adapt to where and how employees work (Frankland et al. 2013).
I have realized that there are five broad trends that presently are driving changes to the workplace and these are as follows:
- The war for talent- The gradually increasing dependence on a cadre of key employees’ skills in problem solving and some other high level actions.
- Mobile technology- This is the ability for people to work virtually anywhere, inside and outside the office (Goetsch and Davis 2014).
- The mandate to innovate- This is the need for the organizations to innovate in regards to remain competitive in the market.
- Distributed work- The evolution towards less centralized organizational structure, locations and work practices (Bradley 2016).
- Sustainability- The requirement to reduce the carbon footprint to save energy costs in order to meet LEED requirements.
I completely agree to your point and I have seen that workplace change management assists the employees to get back to work to more quickly and effectively. Organization and the workplace change s one of the basic facts of working and can bring several positive changes for the organizations and the employee like increased productivity, clarity of role and increased rate of work satisfaction. I feel that high performing agencies as well as the organizations are required to be flexible enough and adaptable and at the same time able to respond quickly to the changes in government directions (Booth 2015). In response to these changes, the organizations are required to shed light on the followings:
- Early intervention
- Recovery and return to works
Petty and Cacioppo (2012) have mentioned in his research paper that during the times of organizational changes, it is significant enough to give attention to work health and safety as part of an integrated approach towards risk management and corporate planning. This part takes into account considering the employees who are away from the place of work as a result of injury, illness or taking part in a rehabilitation program. The goal of workplace change management is to assist people more quickly and I feel that the managers are required to adopt some effective strategies to support the changes during the change. Initially, they are required to be open enough, positive, clear and accessible both in communicating the changes. Apart from that, they are required to celebrate or identify all the good works that was done under the old system. Along with that, the managers are required to be particular about why and how the changes would be implemented. The managers and the leaders in the organization are required to be transparent enough about the potential changes and explain clearly what the new and modified responsibilities of the employees would be (Larson 2012).
Negative Effects of Resistance to Workplace Change
I have heard the concerns of both of you, but I somehow disagree to your raised points, as I feel that there are many negative effects of resistance to an organization. Gass and Seiter (2015) have mentioned in his research paper that changes are inevitable part of a business, but there are some employees in every organization that put up resistances to this procedure.
When the employees resist a modification that takes place in the office might feel less optimistic as well as hopeful regarding the professional future with the corporation. This is specifically like this because of lack of communication among different parts of the organization (Petty and Cacioppo 2012).
Stewart, Smith and Denton (2012) have opined in his research paper that when the staffs in the organization spend time concentrating on resisting the changes in the workplace, they become less focused on performing regular tasks associated with their job.
I have found this as another negative effect of change management in the organizations, as this create resistance among the employees towards changes. It can be stated that the employees resisting changes might cause commotions with outbursts regarding the changes or a combative attitude with the management staffs.
Huge changes in the organization can cause severe stress to the employees and thus many people in the organizations resist changes. Stewart, Smith and Denton (2012) have stated in his research paper that there might be several causes for increased stress levels taking into account perceived injustices or unfairness, lack of timely communication by the management or fear of the future changes.
All these above mentioned cases might take place and thus I disagree to your concern that change management is always beneficial for the organizations.
For me the crucial skill I have is to persuade others at the time of presenting topics in the business and personally. What made me more persuasive is learning to influence individuals to go along with my point of view. I believe that there are certain ways to persuade others that takes into account hearing others out, being assertive and confident, acquiring knowledge on the topic, giving some proper examples and not appearing to desperate. I always try to give others the chance to give his or her ideas and the viewpoint too. The more assertive and confident I am in delivering my viewpoint the time decreases in me persuading others in his or her belief on a topic. Booth (2015) has stated that there are several strategies that help a person to persuade others at the time of presenting the topic and these are as follows:
Before persuading, it is necessary enough to gain the power of observing that how do the others people enter into the discussion, how do they ask questions, how do they disagree or support the topic. Observing all these would make me perfect I believe.
Effective Strategies for Persuading Others
Petty and Cacioppo (2012) have opined in his research paper that listening is an essential skill as well as significant element of any kind of discussions. I have learnt that the effective listeners do not just hear what is being said and they think about this and at the same time actively process this. I have found that I need to be an active listener and must not let me attention drift. It is necessary to stay attentive and focus on what is being said. Mentally paraphrasing is important and I would try to focus on this part sincerely. Therefore, I can say that these steps are effective enough for me at the time of persuading a topic.
After attainting many panel discussions, debate, seminars, I have realized as well as found that it is very funny to talk with someone who does not use long, difficult words but rather use short, easy words. Larson (2012) has stated that effective spoken communication demands being able to express the ideas and views clearly, concisely and confidently in speech, tailoring the content and style to the audience and promoting free-flowing communication. It is required to be clear and concise and it is necessary to vary the tone, pace as well as volume for enhancing the communication. At the same time, it is important enough to encourage questions to make the audience alive. Apart from that, it is necessary enough to mention that one of the major principles of persuasion is reciprocity, as this is the act of responding to a positive action with another positive action. Another major element in this regard is the principle of persuasion is social proof, as common people tend to follow what others do and this is not always a positive characteristic (Gass and Seiter 2015).
People make the decisions in a number of different ways because some people are very analytical in nature and some people follow their guts at the time of making the decisions. Apart from that, I have found that it is always necessary to focus on the relationship, as this helps at the time of persuading others. From the research work done by Stewart, Smith and Denton (2012), I have learned that there are some stages that help in persuading a topic in front of others are these are as follows:
- The first stage is awareness about the issue
- The next stage is comprehension
- The third stage is acceptance
- The fourth stage is integration
I believe that following all these stages help a person to influence others at the time of a meeting or a business presentation.
I agree to your point, as I believe that to be an effective persuader, you just cannot utilize the same technique for all the people at all point of time. The approach is required to be in such a way that it customizes the message to fit the demographics, interests and values of the target audience. It is necessary enough to discover what my prospects want and require hearing. Apart from that, it is important to design as well as structure a winning persuasive argument. Lastly, it is highly necessary to deliver the appropriate message with proper passion, compassion and purpose. To me, it seems that persuasion is a very relative concept and like beauty, persuasion is the eye of the beholder. I all the time focus on the following things to make up the persuasion checklist and these are:
- Beliefs and values
- Personality directions
- Persuasion structure and engineering (Stewart, Smith and Denton 2012)
After taking part in different discussion panels, I have realized that effective presentations are a mixture of a variety of elements. One have to know what the audience wants and based on that, one need to prepare good, interesting as well as engaging elements. Not only that, one needs to be confident enough in presenting the material, you have to know how to manage the environment successfully. Therefore, at this point of view I completely agree to your point.
Booth, S.A., 2015. Crisis management strategy: Competition and change in modern enterprises. Routledge.
Bradley, G., 2016. Benefit Realisation Management: A practical guide to achieving benefits through change. CRC Press.
Cameron, E. and Green, M., 2015. Making sense of change management: a complete guide to the models, tools and techniques of organizational change. Kogan Page Publishers.
Frankland, R., Mitchell, C.M., Ferguson, J.D., Sziklai, A.T., Verma, A.K., Popowski, J.E. and Sturgeon, D.H., Applications In Internet Time, Llc, 2013. Integrated change management unit. U.S. Patent 8,484,111.
Gass, R.H. and Seiter, J.S., 2015. Persuasion: Social influence and compliance gaining. Routledge.
Goetsch, D.L. and Davis, S.B., 2014. Quality management for organizational excellence. pearson.
Hayes, J., 2014. The theory and practice of change management. Palgrave Macmillan.
Larson, C.U., 2012. Persuasion: Reception and responsibility. Cengage Learning.
Petty, R. and Cacioppo, J.T., 2012. Communication and persuasion: Central and peripheral routes to attitude change. Springer Science & Business Media.
Stewart, C.J., Smith, C.A. and Denton Jr, R.E., 2012. Persuasion and social movements. Waveland Press.