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    Colot, Emlyne Nicole

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    Emlyne Nicole Pineda Colot

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    Colot, Emlyne Nicole

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    Emlyne Nicole Pineda Colot
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    COLOT, EMLYNE NICOLE

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    Colot, Emlyne Nicole

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    Emlyne Nicole Pineda Colot

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    © All Rights Reserved
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    Republic of the Philippines

    NORTH EASTERN MINDANAO STATE


    UNIVERSITY
    Main-Campus, Tandag City
    Surigao del Sur
    GRADUATE SCHOOL

    ___________________________________________________________________

    Name: EMLYNE NICOLE P. COLOT Course: MAED-EM


    Student ID: 21-0781 Department: Graduate School
    Subject: MEM 205: ORGANIZATIONAL DEVELOPMENT AND MANAGEMENT

    Professor: ROMEO A. PATAN, EdD

    Reporters: MARK IAN K. DOMOSMOG

    LIZLE L. RABARA

    MARY CARL DUMAS

    Answer the following questions.

    1. What is the word Change in your own perception? (5 points)

    Some common synonyms of change are alter, modify, and vary. While all
    these words mean "to make or become different," change implies making
    either an essential difference often amounting to a loss of original identity
    or a substitution of one thing for another.
    2. Give at least 2 positive impacts of resistance on the change management

    process. (5 points)
    Resistance to change forces us to listen and gather feedback. It forces us
    to get employees involved with the change and foster better solutions. It
    forces us to develop resistance management and reinforcement plans.
    Employees who resist a change initiative are often responding more to
    the person in the leadership position rather than the change itself. This
    comes about if those in leadership positions have not yet earned the trust
    of the employees, like when there is a new leader within the organization
    At some time in our careers we have all experienced a few bad ideas
    implemented and sometimes with disastrous results. Employee resistance
    to change can actually help prevent bad ideas from being implemented. It
    can also help prevent good ideas from getting implemented badly.

    3. What is the overall role of the change manager in managing resistance

    during the change process? (10 points)


    The role of managers and supervisors is to legitimise the changes
    impacting the teams they lead. They therefore should play a key role in
    producing change outcomes, with employees looking to their managers
    for overt instructions and subtle cues on how the coming changes within
    the organisation may impact their role. Actions for addressing and
    mitigating resistance include: Utilizing a structured change management
    approach from the initiation of the project. Engaging senior leaders as
    active and visible sponsors of the change. Recruiting support from people
    managers as advocates for the change.

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