Change is Most of the Times Selfish

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Change Management (Iceberg) > Best Practices > Change is Most of the Times Selfish

Change is Most of the Times Selfish
Ugama Rose, Management Consultant, Nigeria
The problem I find with change is that in most cases, it favors the organization more than the employees. (...) Read more? Sign up for free

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  Re:
J.I Dube , Consultant, Nigeria
  If the change is well structured, subject to its definition, I think its more of an advantage to the employees.

  Re: Change is Most of the Times Selfish
Ugama Rose, Management Consultant, Nigeria
  I'm having a hard time understanding how employees can benefit more than the organisation from change taking into considerations the fact that organisations are always thinking of ways to improve on their products and/or services, ways which are not always people centred. Yes! Employees sometimes benefit but in most cases, the organisations does more.

  Solution Management in Context
J.I Dube , Consultant, Nigeria
  Yeah, I quite agree with you to some extent Rose. It is also in this regard that organizations are very much particular about staff trainings, they are well aware that an organization without these people, without the right hands to man it with an excellent touch of professionalism and creativity, the company is as good as an empty house. We must not fail to understand that these individuals make up the organization in question, hence the change has to start from these people. Once there is a positive change in the people/employees... Then it will go a long way in affecting the organization as well as its product and image positively... This is what I call solution management in context because it deals more with the individual than with the organization as a whole.

  Re:
Ugama Rose, Management Consultant, Nigeria
  (...)

  Re:
J.I Dube , Consultant, Nigeria
  (...)

  Re:
Ugama Rose, Management Consultant, Nigeria
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  Employees Benefit from Change
Drazen
  (...)

  Re
Ugama Rose, Management Consultant, Nigeria
  (...)

  Re:
J.I Dube , Consultant, Nigeria
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  Re
Ugama Rose, Management Consultant, Nigeria
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  Change Benefits Matrix
Jagdish B Acharya, Consultant, India
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  Employee Change Versus Organizational Change
David Wilson, Manager, Canada
  (...)

  Change Acceptance in Management
Randommax
  (...)

  Non-acceptance of Change by Management
D P BABU, Strategy Consultant, India
  (...)

   
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Change Management (Iceberg)
Summary
Forum
🔥Dealing with Toxic Employees
Achieving Change at the Individual Level
Why You should Embrace Change
Best Practices
🥇Reasons and Motives to Resist Change
🥈The ADKAR model by Prosci
🥉How to Make Employees LOVE Change?
What are the Reasons for Change?
Hidden Resistance to Change
Bad Change Management Examples
Transparancy Needed in Change Management
Is it Possible to Manage Change If the Right Approaches Are NOT Used?
What Leadership Style Reduces Resistance?
What Punishment for Unwilling Employees?
6 Images of Managing Change (Palmer, Dunford and Akin)
My Way to Deal with Resistance to Change
Dealing with Change is Not Always Problematic
Engage the Opponents
Types of Change and Corresponding Resistance Levels
Automatic Defense Mechanisms to Change
Avoiding Resistance to Change
Characteristics of Organizations That are Open to Change
Managing Change is in the Essence of Management
Categories of People Involved in Change
Create Involvement and Communicate the Strategic Need to Change
Good Change Management Examples
Human Factors in Change Management
Overcoming Resistance? The Rapid Results Method by Schaffer
Change is Most of the Times Selfish
Communicating Change to Top Management
Ethics in Change Management
Managing the Change Within Oneself
Who Moved my Cheese?
Equilibrium of System


Change Management (Iceberg)
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