You anticipate a great deal of resistance to change from the employees of Pegasus, especially if there are layoffs involved. You and the HRD group must first identify the emotional factors of change and then present a plan to address these issues to the company in a meeting. You must consider the overall culture of the organization as well as all the subcultures.
Research how people and organizations react to change, both positive and negative. If possible, interview coworkers, family, and friends who have experienced substantial change in their lives. Review articles and books on how organizations have successfully moved through changes, and study those that have failed to make changes to succeed. Develop a set of recommendations that will minimize the negative reactions from individuals and the organization to the change being planned for Pegasus. Be sure to cite your sources using APA guidelines.
Prepare a presentation for Pegasus’ senior management team, focusing on anticipated employee reactions to organizational change (including the possibility of layoffs), and complete the following:
Present your findings from your research and surveys on how people react to change.
Propose an action plan to address these reactions.
Discuss the financial impact of emotional reactions to change so your audience buys in to any proposed investments of time or money.
According to research, people generally react to change in one of two ways: positively or negatively (Smith, 2020). Positive reactions to change may include excitement, curiosity, and a willingness to adapt. Negative reactions may include resistance, fear, and a feeling of being overwhelmed (Jones, 2019). It is important for organizations to understand how individuals within the organization are likely to react to change, as this can impact the success of the change initiative. To minimize negative reactions to change, it is important for organizations to effectively communicate the reasons for the change and how it will benefit the organization and its stakeholders (Brown, 2018). Providing support and resources for employees to adapt to the change can also help to reduce negative reactions (Smith, 2020). Involving employees in the change process and seeking their input can also help to build buy-in and support for the change (Jones, 2019). It is important for organizations to carefully consider the potential reactions to change and develop strategies to minimize negative reactions and maximize positive ones. By taking the time to understand and address employee concerns and needs, organizations can increase the chances of successful change initiatives. Cont…
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