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Running head: PURPOSE OF CHANGE AND ITS HURDLES

The Purpose of Change and its Hurdles to Mitigate
Mary Jones

PURPOSE OF CHANGE AND ITS HURDLES
Abstract
This paper explains the purpose of change within an organization and three major hurdles to the change process, which as a supervisor will need to be mitigated. Change is unavoidable and foreseeable within the work force. Even though the change is to be anticipated there is still a lot of resistance to the change process. The resistance to the change process is also to be expected from your employees. As a supervisor you will have to deal with the resistance, and have direct influence on how well the change is implemented.

PURPOSE OF CHANGE AND ITS HURDLES
The Purpose of Change and its Hurdles to Mitigate
Change can be defined as; “make or become different, take or use another instead of, the act or instance of making or becoming different”. Change can occur gradually or suddenly. Change within an organization can be a challenging process for both the employee and supervisor; it can end up being either something good, or something bad. As a supervisor it is your duty to imply change within your organization whether if it was passed down from upper management or initiated at your level. There are many hurdles that as a supervisor you will endure and have to alleviate within your employees or organization. Three major hurdles to change are; fear of the unknown, threat to power, and threats to interpersonal relations. As a supervisor we must provide or create a positive atmosphere to alleviate the resistance of change. It’s very important that there is a level of trust and respect that lies between the supervisor and employees. In order for this to remain we must ensure that the lines of communication are in place and effectively flowing in both directions within the organization. When

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