About the Download

There will always be challenges encountered whenever a new process or practice
is implemented in any aspect of an organization. This is especially true regarding the
implementation of more effective processes and practices surrounding information management.
One of the most challenging issues often encountered is resistance to change. Many times,
change cannot be fully implemented without the acceptance and cooperation of employees.
Implementing more effective processes and practices around information management
often implies the implementation of a new software or technology system. One behavior that
exhibits resistance to change is an employeeโ€™s outright refusal to get training on the new system.
Another behavior that indicates this resistance to change is a negative attitude about the new
system, accompanied with continual references as to why the old system was better. Meanwhile,
an unusual decrease in the productivity of an employee or group of employees can also indicate
resistance to change to a new system.
Such behaviors can be detrimental to the success of the newly implemented process, as
well as the organization as a whole. Because of the devastating role these behaviors can play in
an organization, it is vital that these issues are resolved. As an IT manager, this could be done in
several ways. One of the primary factors of resisting change is fear of the unknown or unfamiliar
(Dalton, Hoyle, and Watts, 2011). Employees are often hesitant to move onto a system, as
they are unfamiliar with it. To overcome this, as an IT manager I would need to ensure that
adequate training is provided. Training should be provided to such a degree that employees are
comfortable with the system, making the transition easier.
The issue of resistance to change can also be mitigated before a new system is being
implemented. As an IT manager, it is my responsibility to openly discuss with individuals in the
various departments that will be affected. If it is the system that is to be upgraded, I must meet
with these individuals to determine what issues or complications they have the current system, so
that I can see that these issues are addressed with the new system. By having employee
involvement, resistance to change can be mitigated.
Additionally, I would also keep an open line of communication with employees so that
they can freely express their concerns throughout the implementation process. By employees
being able to openly express their concerns they are put out into the open and can be addressed.
This makes the employees feel as though their concerns are important, their worries are eased,
and the implementation process as a whole can go smoother.

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