代写论文：管理案例研究
主要是员工的自我的改变,但是在这种情况下的自我监管机构是未来的一个很好的改变(托普奇克,2001)。组织的主管想要维持现状,认为他们与员工沟通会降低他们的尊重程度,是不正确的(夸斯特,2012)。在这种情况下,员工往往表现的方式,不利于他们自身利益的组织,因为他们工作而不是为组织。
是很重要的,员工不仅是沟通的改变,但是他们有适当的技能对给定的变化。在这种情况下还计划的公司正在改变和员工甚至没有合适的技能的新工作。这样是很自然的抵制,因为员工不满意的新工作,他们将不会好,最终将导致失业或低生产率的员工(基尼齐,1992)。
信任是很重要的对于任何关系,这也是目前组织的员工和主管。关系应该建立在信任,当员工相信他们的主管他们接受改变,相信这种变化有利于组织他们,但显然这并不是在当前现状(弗莱明,2004)。主管没有直接关系的信任与组织的员工,这会引起员工之间的不信任。他们不仅会抵制改变,但是他们会停止工作的组织。
代写论文：管理案例研究
Ego of the employees mainly comes in the way of change but in this case ego of the supervisors is coming in the way of a good change (Topchik, 2001). Supervisors of the organization want to maintain their status quo and think that their communicating with the employees will lower their respect level that is not true (Quast, 2012). In this situation employees tend to behave in the manner that is not good for the organization as they work for their own self interest and not for the organization.
It is important that employees are not only communicated about the change but they are given proper skills about the given change. In this situation also program of the company was getting change and employees did not even have proper skills of doing that new job. In this way it is natural to resist because employees will not be comfortable with the new job and they will not be good in it that will ultimately result in job losses or low productivity of the employees (Kinicki, 1992).
Trust is important for any relationship and this is also present with the employees and supervisors of the organization. Relation should be based on trust, when employees trust their supervisors they accept the change and believe that this change is good for them and the organization but clearly this is not present in the current situation (Flemming, 2004). Directors do not have direct relation of trust with the employees of the organization and this can lead with mistrust among the employees. They will not only resist the change but they will stop working in the organization.
