Read the article below and respond to the questions. Tell us what you think! htt

Question

Read the article below and respond to the questions. Tell us what you think!

https://www.strategy-business.com/article/00255?gko=9d35b#mce_temp_url#

What is Change Fatigue and why is it relevant to your organization?

How is work culture cynicism established? How can it be overcome or removed?

How can not agreeing with a change impact change sustainability? Should it matter whether you agree or not agree with a company change?

Is it best to change the organizational culture for the purpose of change sustainability or to tap into the culture? Why or Why not?

How would you tap into the culture of the organization to promote the company’s plans for change?

Explanation / Answer

Change fatigue What is Change Fatigue and why is it relevant to your organization?

When any change poorly thought through, rolled out too fast, or put in place without sufficient preparation frustrations observed in the employees as they are under pressure to make too many changes at once. If changes are driven from top management without taking any input from the employees, then change fatigue sets in.

So, for any organization it is very important to take input from the employees, plan the changes stepwise and take feedback during changes taking places. This will avoid any change fatigue.

How is work culture cynicism established? How can it be overcome or removed?

When change process is set in without proper planning it is bound to fail. Employees who have endured real upheaval and put in significant extra hours for an initiative and when it fails it set in cynicism in the employee for the work culture.

So to avoid any such problematic condition leaders should follow following practices

Is it best to change the organizational culture for the purpose of change sustainability or to tap into the culture? Why or Why not?

In any change management and business culture is most important aspect. Yet change leaders often fail to address culture—in terms of either overcoming cultural resistance or making the most of cultural support. Many failure of change management pin point to the fact that change manager fail to recognize the cultural importance during change process. Human being with string emotional connections with the past process, hierarchy, reporting line make it difficult to change. If these emotional connection or culture is not taking into consideration and employee feel overburden due to change management cultural cynicism drip in.

So successful change manager makes the most out of the organizational culture. They avoid changing culture and instead draw energy from the emotions. To use this emotional energy, leaders must look for the elements of the culture that are aligned to the change, bring them to the foreground, and attract the attention of the people who will be affected by the change.

How can-not agreeing with a change impact change sustainability? Should it matter whether you agree or not agree with a company change?

Chane stainability really affects if change is not agreed upon. Most of the employee from top level have similar view but how to proceed with the change is conflicting. IT matter a lot if you agree or not with the change. Change case should be firmly created and back up with necessary facts. Stakeholders in the change management should be called upon to brainstorm for the change management after convincing that change case is approved. Once change steps are also agreed upon only then change management process should be started.

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