Examine resistance to change and leadership response to resistance.Refer to your

Question

Examine resistance to change and leadership response to resistance.Refer to your motivational discuss from M5D1 (below) and continue with the below scenario:

You created a motivational plan for your dysfunctional team and it was approved by your leadership. You held a meeting and described the plan and implementation process. You are met with resistance to this change.

Questions:

1. Describe at least two different types of resistance you may meet during this change.

2. Discuss the most likely source(s) of each resistance.

3. Recommend a change theory to successfully overcome the resistance so you can implement your motivational plan.

M5D1

The motivational factors that are necessary for any organization and individual are internal motivational factors and external motivational factors.

In Internal Motivational factors, this is also known as intrinsic motivation, or the motivational which comes from inside own employees. This motivational factor drives the inner conscious of employees and tends the employees to enjoy their job/task and develop job satisfactions, learning and development.

In External motivational factors, this is also known as extrinsic motivation, which means outside of an individual employee. This motivational factor tends to motivate the employees on the basics of outcome rather than for job satisfactions, fun and learning and development.

Leaders play a significant role in motivating and developing job satisfactions among the employees to improve their performance and to increase their efficiencies. The various leaders’ practices which contribute to employees’ motivation and job satisfactions are as follows; by communicating clear and achievable goals and continuously evaluating their performances against it, by providing feedback consistently and to control the deviation from expected outcomes and to keep on boosting the employee’s morale. Correct the deviation privately rather than exposing it publically as it will make the employees feel embarrassed and will decrease confidence level. Develop trust in your employee and believe in their capabilities and capacities as it will motivate the employees to put their best. Praise and admire their work privately as it motivates the employees to uplift their performances. "The performance–simultaneous satisfaction relationship can be tracked to the classic Hawthorne studies, which emphasized that productive workers were most satisfied (Gould & Hawkins, 1978). For Herzberg’s motivation–hygiene theory, hygiene factors (e.g., job security, salary, work condition, fringe benefits) are needed to ensure that an employee is not dissatisfied. Motivation factors (e.g., recognition, responsibility) are necessary to motivate an employee to higher performance (Herzberg, 1964). Therefore, someone who receives motivation factors from job satisfaction is expected to perform well" (Hsieh, pg. 93, 1st par., 2016).

Recommended motivation plan to drive and increase job satisfactions included both intrinsic and extrinsic motivators. The Intrinsic Motivators are by creating mystery, enjoyment, positive feelings, happiness, job recognitions and autonomy towards the job. The Extrinsic Motivators are by motivating the employees through Promotion, Increment, rewards, job enrichment, and incentives.

"Conflict is a phenomenon that affects the everyday processes within group members in organizations and life in general, studying conflict dimensions and the factors that contribute to conflict is essential in managerial contexts" (Kilani, Al Junidi and Al Riziq, pg. 1, 1st par., 2015). Leadership plays a critical role in managing conflict within the organization. Through various leadership style of managing and handling conflicts such as by promoting open communication, focusing on shared goals and motivating exchange of information. The leaders have a significant impact on the management and the teams as they often act as a guide, counselor and directors for them. So in the situation of conflict leaders encourage their employees and the teams to solve impulsively it. Mainly leaders’ uses five distinct styles of conflict handling that are integrating, negotiating, accommodating, and avoiding.

Reference

Hsieh, J. (2016). Conceptualizing the Antecedents and Simultaneity of Job Performance and Job Satisfaction: Job Performance and Job Satisfaction [Document]. Retrieved March 28, 2016, from URL http://eds.b.ebscohost.com.vlib.excelsior.edu/eds/pdfviewer/pdfviewer?sid=feb68f8a-b8e4-4aa4-bf65-711ad944a6a1%40sessionmgr198&vid=2&hid=122

Kilani, Al Junidi and Al Riziq (2015). The role that Nepotism (Wasta) plays in conflict and conflict management within groups in private organizations in Jordan and MENA region [Document]. Retrieved March 28, 2016, from URL http://eds.b.ebscohost.com.vlib.excelsior.edu/eds/detail/detail?vid=8&sid=707f3c2f-ceb8-47a3-9217-6a350c97f275%40sessionmgr111&hid=122&bdata=JnNpdGU9Z

Explanation / Answer

1. Describe at least two different types of resistance you may meet during this change.

Answer -- the two different type of resistance one may meet during this change

1.Psychological resistance - when the employees fear the unknown , and do not completely trust the leadership in bringin about the change

2.Logical resistance - when an employee do not completely is in agreeemtn to the changes that are brought about

2. Discuss the most likely source(s) of each resistance.

Answer : the most likely sources of reach resistance are

1.Psychological -Intrinsic - recognition, responsibilty

2.Rational -Extrinsic --job security, salary, work condition, fringe benefits

3. Recommend a change theory to successfully overcome the resistance so you can implement your motivational plan

Answer - achange theory successfully aids in overcoming resistance

Kurt lewin change theory

The change theory process attempt to explain the dynamics through which organization change take place

There are 3 stages in it

Unfreezing : getting people to accept that the change will occur

Moving stage : Getting people to accept the new desired state

Refreezing : When the new ideal becomes the regular part of the organization .

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