tailieunhanh - Guide to Managing creativity and innovation_6

Bốn giai đoạn của phản ứng để thay đổi: sốc, phòng thủ rút lui, thừa nhận, và chấp nhận và thích ứng với biến đổi khí hậu, cá nhân có thể tự giúp mình điều hướng thay đổi Làm thế nào để quản lý có thể giúp nhân viên đối phó với cách thay đổi thay thế cho các nhà quản lý phải suy nghĩ | This Page Intentionally Left Blank Helping People Adapt Strategies to Help Reduce Stress and Anxiety Key Topics Covered in This Chapter The four stages of reaction to change shock defensive retreat acknowledgment and acceptance and adaptation How individuals can help themselves navigate change How managers can help employees cope with change Alternative ways for managers to think about change resisters Tn . . he business press and many academics like to talk about the importance of change and how it makes us all better people and more satisfied and fulfilled with our extol the virtues of thriving on chaos and encourage us to embrace change as if it were something we just can t get enough of. You get the feeling that had they been around during the thirteenth century these writers would have described the Crusaders sack of Constantinople as a mutual learning experience for the Latin West and the Byzantine East. In reality change puts lots of people through the wringer particularly Theory E change that aims to quickly increase shareholder value. Far from thriving some employees don t survive the change program at all let alone come out in one piece. Both unsuccessful and successful change programs produce stress and many result in the displacement of good people. Ask the thousands of General Electric employees who lost their jobs when Jack Welch pared down his company to a manageable set of future-facing didn t call him Neutron Jack for same goes for Chainsaw Al Dunlap who lopped off great chunks of the employment ranks at Scott Paper in a major corporate makeover. Ask the people who survived several rounds of downsizing at IBM and Cisco Systems about embracing change. In these types of changes survivors are almost universally shellshocked. Their morale is poor trust in the company is at rock bottom and employee loyalty is out the window. A good manager cannot restore the world for these people but he or she can help them .