(Solution) 5CO01(AC2.4) Discuss models to show how change is experienced
New User Gifts
First Order Deal get Ksh 200 Off.
Original price was: £ 40.00.£ 10.00Current price is: £ 10.00.
Payment Methods:
Description
Solution
(Solution) 5CO01(AC2.4) Discuss models to show how change is experienced
In order to demonstrate the experience of change in an organisation, Kubler Ross Change Curve Model can be referenced (Lindblad, 2022). Initially, this model was meant to guide the grieving/mourning session. These experiences are identified as including denying, angry, bargain, depressed and accept.
Denial– This experience entail the employees feeling that the change is not necessary. A case example is where the hybrid working change program would be perceived as a change to take jobs from some of the employees. Also, it could be viewed as a practice of eliminating some of the privileges offered to the employees.
Anger– In change, experience could be emotional after termination of the denial stage. It is possible to feel frustrated with the change process particularly in regard to losing their jobs due to issues of flexible working provision.
Bargaining– In bargaining process, this stage entail employees being provided with an opportunity to negotiate for their input in the hybrid working program.
Depression– In the hybrid working implementation, depression mean they are unsure on their role in the hybrid working process implementation (Lukianov et al., 2020).
Acceptance– This stage means the employees accept the hybrid working arrangement as important to them. This is while supporting the process and recommending areas of improvement to be part of their culture.
Emotions, Behaviours and Positives Impacts of Change
In the identified phases, employees evidence a set of feeling and practices. To begin with, they gain a feel of need to be aggressive leading to absenteeism in their roles or failing to be enthusiastic to work in teams. In regard to benefits, Lindblad (2022) highlight employees gaining from being resilient, flexible and actively taking part in their operations.
The positives of the change strategy is inclusive of effective collaboration with the rest of the organisation employees. Through a two-way feedback being enhanced and points of concerns increased, working in a flexible environment would be enhanced. Similarly, awareness by the various entities which support the staff by emotional wellbeing lead to challenges with performance.
Please click the following icon to access this assessment in full
Related Papers
(Solution) CIPD Avado AC 2.2 (Email 4) Discuss the legal requirements of equal pay
(Solution) CIPS New PDV- Driving Value Through Procurement and Supply; Managing Expenditures with Suppliers
- Based on the above discussion, this paper has demonstrated that procurement and supply functions in an organisation are critical in reducing costs, ensuring cost-effectiveness and value for money.
- The procurement department at RCU is key to preventing adverse effects resulting from the adoption of new technology within the industry.
- Each organization has its set of rules and blueprints that determine the procurement and supply activities. These rules are beneficial to the organization in several ways, which include improving financial stability, lowering business risk, increasing employee performance, and creating better supplier relationships.
- Investors’ involvement in the procurement and supply process is critical since it facilitates business transformation.
- Effective procurement and supply management is important to organizations because it is central to the success of organization. The procurement department at RCU focused on the purchase of IT software as the area of spend.