Organizational change always get resistance from those whom the change would affect. It is therefore, important to understand the changes and make a management strategy that would be able to help convey the change message. People react differently to change psychologically. The steps of reaction to change in a system ranges from denial, anger, confusion, depression, crisis, acceptance and getting new confidence.

I will use the honest method which is based on the organizational values and facts. First, I will let the team know honestly how the decision to bring the changes will affect each one of them. Noting that they will either agree or disagree with the decision which is to be implemented. I would tell them that, in regards to the purpose, values, goals and mission of the organization the changes are inevitable and in the long run they would be able to bear the fruits they all want to achieve in the organization. In an honest way, I would tell the team that the changes are required in order to make the organization continue towards its objective and growth. In addition, I would explain to the group that the decision to make the changes was not a personal one, nor was it intentionally made to put anyone among them in a situation they did not like. I would tell them that all corporations and institutions make changes based on data and I will tell them whether I have the data or not. I would be able to show them the evidence that has led to the changes being conveyed to them.

Secondly, I would approach the issue in a positive light method. I would shift all the energy in positive issues. Basing on the values, purpose, motto, goal, vision and mission of the organization. I would tell the group that the organization has found a way to improve various goals of the team. In this view I will explain to them that there are changes which will take place regarding various operations of the organization. I will tell them that acceptance of change would not be easy, and at first, understanding the situations would be difficult , but the result would be immense in terms of organizational improvement that would take place due to the changes. I would also show data that elaborates how the decisions of bringing change to the organization are imperative and whether they agree or not they will occur regardless and there are no option.

There would be an impact in the organization which would include, low productivity, low morale, low trust in the leadership and lack of confidence. However, reshaping of an organization successfully require these changes which some always viewed as radical. Over time, the resulting outcome from the organizational changes do bear fruits. For effective changes, I should be able to listen to the front-line people who know the score and work all day in the organization. Playing politics of change in the organization help in understanding the agenda of competition hence reducing uncertainty in the organization.

 
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