Adaptive changes are organizational changes that increase efficiency and performance. Most employees are used to such changes and will not resist them. Changing organizational goals is an example of an adaptive change. A company may adopt a new operating system, or change the way goals are set. Employees will likely see the change as a positive thing, but they may not welcome the new system. These are signs that an adaptive change is occurring.
When leaders notice a steady decline of quality, they often initiate adaptive changes. While addressing the problem, however, the leadership has not found an effective solution. The leadership responded by reorganizing the workflow to encourage collaboration. This new approach encourages employees to share ideas and take more responsibility for their work. This results in better performance for all employees. But is this a good idea? If they alter the status quo, adaptive changes can be disruptive to an organization.
Employees will perceive adaptive changes as highly threatening if disruptive. There are ways to reduce employee resistance. First, employees must have trust in the change agent. A lack of trust encourages secrecy and sabotages even well-meaning changes. Employees who see the change as a threat to their job will be less likely to accept it and will resist it.
Adaptive changes often produce long-term results. They do not return to their former state. Adaptive changes require continuous learning and gradual changes to behavior, attitude, or practices. They are more difficult to implement because they require a systemic overhaul. While a technical solution may be effective, it does not address an adaptive challenge. They require collective action, continuous learning, and experimentation.
Another key component of effective change management is communication. If change is difficult for employees, you can help them get through it by planning for it. Keep communication open between company leadership and employees. Listen to their concerns and listen to theirs. Communication is crucial to navigating the resistance associated with any change. How can you make sure that employees resist change? This article will examine some key strategies to improve communication and increase employee engagement.
Implementing new technology can be a positive force in an organization. Arizona Pottery is one example of a company that struggles to find low-cost labor. This is due to Arizona’s strict anti-illegal immigration laws and the hostile environment towards Hispanics. However, there are also several inside forces that can cause a company to undergo an adaptive change. Walmart’s implementation RFID for inventory tracking is the first example. While this solution improves inventory management, it impacts traditional cork producers.
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