...Resistance to change as a form of feedback Paul John Dale Graduate Research Paper INDM 4211 Industrial management MIchigan University Professors: Robin Table of contents Abstract 3 Change4 Resistance to change 4 Resistance to change causes and forms Conclusion 19 References 20 Abstract Abstract traditionally, imperviousness to change has been given a role as ill-disposed ‐ the adversary of progress that must be vanquished if change must be executed effectively. While it is clear that established administration hypothesis watched safety in such a way, late writing contains much confirmation, that recommends safety may undoubtedly be helpful and is not to be essentially neglected or looked down. This paper contends that the trouble of hierarchical change is frequently exacerbated by the botch of safety got from a basic set of presumptions that misjudge safety's key nature. It is proposed that administration might enormously profit from systems that deliberately oversee imperviousness to change by looking imperviousness to change as a manifestation of criticism, for methods for using it as opposed to overcoming it and enhancing the procedure of progress or others needed to effectively actualize the change. . Change...
Words: 3648 - Pages: 15
...Performance Feedback in the Workplace For as many years as businesses have had employees, people have been trying to discover how to get the most out of each individual and how to keep the good ones around. Supervisors go through training after training on how to talk to subordinates, how to manage them, and how to keep them efficient. Performance feedback has been shown to be one of the most effective ways of completing this daunting task. Performance feedback has different styles and methods that can be useful in the workplace. This paper will cover some of these methods as well as the research behind how performance feedback works. Performance feedback comes in many shapes and sizes that are useful for different scenarios and purposes. The first to be discussed will be formal performance feedback which comes in two forms: intrinsic, which comes from within or from the self, and extrinsic which comes from an outside source (Kim and Hamner). Formal extrinsic feedback should be the starting point for supervisors in order to give the employee a baseline of expectations to meet. This will be written expectations that the supervisor and subordinate will go over together and discuss at great length to ensure understanding. The effect of doing so with each individual allows for a level playing field among all of the employees, and leaves no room for misinterpretation of what is required. Within this formal extrinsic feedback there should also be goals set for each individual...
Words: 1378 - Pages: 6
...continued development of our sales team and to the mission of our company. “In general, appraisal serves a twofold purpose: (1) to improve employees’ work performance by helping them realize and use their full potential in carrying out their firms’ missions and (2) to provide information to employees and managers for use in making work-related decisions.” (Cascio, 2006, p.379) A performance appraisal form will allow a formal review to be conducted and recorded of an employee’s job performance. The proposed performance appraisal form for our sales team is attached. Feedback Feedback is an important tool that must be utilized to develop an effective performance and career management plan. Feedback is necessary to sustain and improve employee job performance. Performance appraisal feedback must be a two way process and done on a regular basis. Feedback should be specific to recognized elements of performance (Cascio, 2006). Negative feedback must always include a list of positive things the employee can do to correct the behavior or the problem. Any individual feedback will be done on a one-on-one basis as needed following weekly and monthly team meetings as well as in the employee’s performance...
Words: 1467 - Pages: 6
...gave me the responsibility on my jobs and tasks day by day, the time elements in controls that I considered she used inside the company is the Feedback controls; the major reason is because she evaluate an activity after it is performed, as example every Friday after 12 pm I did a report, and she evaluated how much I advanced in my job and how this affected directly or indirectly the control on OCASA, what I did in my job was send and copy each of the invoice of the customers Monday to Wednesday, and Wednesday to Friday receive the checks or confirmation of deposits of each accounts receivables, Monday early she used the feedback control to develop a new strategy if the employee was inefficient on the job. Is important for controls in my opinion have a monitor of activities while they are carried out and I think she used this control concurrent on the weekdays to help to us, do a better job, because she observed performance and how the employee has been progressive if she noted that something is in bad communication immediately she took the time to correct the action and show to the employee was is the action that she/he fail, is better correct a action to the time and not correct many at the same time. Other important aspect that the control has in a good relation for the companies is create a base the communication and bring a feedback positive or negative can be constructive to the employee of course in order to maintain the position inside the company, and the...
Words: 1078 - Pages: 5
...Table of content Case summary 3 Quality at book stores 4 Quality problems of the stores 5 Parato Analysis 6 Book stores costs of poor quality 8 Reasons for doing the Survey the way it was done 9 Programs to improve quality 11 Obstacles to hinder the changes at the book stores and quality improvement 13 Benefits can be obtained from quality improvement programs 14 Case summary Tech is a major state university which owns 2 book stores one on campus and one off campus at a nearby mall. Both stores sell school supplies, text books, school apparels and gifts and both the stores have customers inside as well as outside the university. With the aim of providing employment opportunities to the university students there is a long standing policy of hiring tech students as part time employees. Although sales and profits of off campus store have been satisfactory and steady over past years there has been some incidents which can affect the quality of the service they provide. Therefore the executive director, Mr. Watson has taken some actions in finding the problems and the reasons behind. Survey results have shown that there are some issues regarding the quality of the service of off campus book store and following are survey findings, critical evaluation and some recommendations for improvements… Quality at book stores Book stores fall under the category of retailers as they buy books and other stationary materials and sell them to end...
Words: 2515 - Pages: 11
...senior students were chosen randomly to respond to a questionnaire investigating their beliefs about immediate grammatical error correction. Therefore, this study was conducted in order to answer this question: what is the effect of grammatical error feedback on students’ accuracy? Results related to the questionnaire that was delivered to the participants proved that immediate error correction enhances and has a positive effect on their accuracy. Introduction Accuracy, in its simple view, is the ability to produce grammatical correct sentences (Gower et al. 1995). Since its vital role in acquiring the English language in Palestine, grammar should seize a wide distance in EFL classrooms and should be taught either inductively or deductively. Nevertheless, the process of teaching and learning does not guarantee that all learners are expected to produce grammatical sentences, so the role of the teachers, here, is to respond and give immediate feedback. The erroneous utterances may interfere with the intelligibility of what is said. When the feedback provided during a conversational interaction, the acquisition process is facilitated (Rahimi & Dastjerdi 2012) and the direct treatment of errors helps learners learn better. The feedback and correction of errors are parts of the process of learning and teaching....
Words: 3743 - Pages: 15
...lessons; 3. Shelley promptly dealt with potential disruptive behavior; 4. Shelley reinforced acceptable behavior; 5. Shelley was very tolerant of student interaction and discussion; and, 6. Shelley devoted a great deal of time to task management. Assertions and Evidence Throughout the study, Shelley did not focus extensively on behavior management. On most days, the students in Shelley’s class were very well behaved and seemed to be familiar with Shelley’s rules regarding classroom behavior. On occasions when Shelley considered student behavior to be inappropriate, she provided corrective feedback in the form of non-verbal gestures or short reprimands. Once the feedback was provided, Shelley continued with instruction and did not dwell on behavior. Examples of corrective feedback statements regarding the behavior of the whole class included, “Let’s get back into control,...
Words: 1264 - Pages: 6
...The Human Touch Performance Appraisal II Tr a i n i n g L e a d e r ’s G u i d e Coastal Training Technologies Corp 500 Studio Drive Virginia Beach, VA 23452 ©2000 Coastal Training Technologies Corp. All rights reserved. No part of this publication may be reproduced, stored in a retrieval system, or transmitted in any form or by any means, electronic, mechanical, photocopying, recording, or otherwise, without the prior written permission of Coastal Training Technologies Corp. This publication is designed to provide accurate and authoritative information in regard to the subject matter. It is sold with the understanding that Coastal Training Technologies Corp. is not engaged in rendering legal, accounting, or other professional service. If legal advice or other expert assistance is required, the services of a competent professional should be sought. Table of Contents The Human Touch Performance Appraisal II Preparation Materials Introduction....................................................................................................................8 Training Session Checklist...............................................................................................9 Trainer’s Instructions for Using the Book The Human Touch Performance Appraisal.........................................................10 Tips for Transferred Learning ........................................................................................11 Possible Session Agendas ........
Words: 5521 - Pages: 23
...Call Centers Operations Management Introduction Call centers, or contact centers are an increasingly important part of today’s telecommunication world, employing millions of people and acting as an important source of information and solutions for a majority of consumers. In countries like India where the internet penetration is 33.2%1 and the mobile user base is 79.39%2, call centers along with physical stores have emerged as a major source of information and problem resolution for telecom service users. Call centers also act as the public face of the organization and play an important part in customer retention. As a Vodafone customer in India I have had regular experiences with its call centers which have prompted me to analyze and suggest proposals that could improve the service. Input: The input in this process is the customer requests/issues. Output: The output in this process is the solution provided in response to requests/issues. Journey: Journey starts with a call by the customer to the telecom service provider’s call center which involves interacting with an Interactive Voice Response Unit (IVR) and possibly discussing the request/issue with a an agent. Gap/Opportunity: Despite the advancements made in this sector there are areas which could be improved upon which can lead to a reduction in resolution time and an increase in customer satisfaction. The quality of the service is can be said to depend on three factors: * The length of time a customer...
Words: 2770 - Pages: 12
...more of a focus around engaging more effectively within the workforce and bringing people along with the changes rather than these feeling forced. The previous Director approached things completely different taking a more directive / consultative style. An example of this would be his blog. This was made available on our internal intranet and was updated regularly but this only informed us of what he wanted to say and his thoughts about what was going on in the organisation, it didn’t really provide an opportunity to comment or influence any of the decisions being made. The new Director has a completely different style that is more around a consultative/participative style. For instance his ‘weekly blog’ no longer exists in its old form instead it has been replaced with a live streaming video...
Words: 3806 - Pages: 16
...elimination Cost reduction activities Increased thru put by removing bottleneck A-2) Forming teams responsible for manufacturing, engineering, Quality Control, Production systems and supplier relationships. Laid down target levels for product and process characteristics adapting a Zero defects philosophy. Defective engines during the manufacturing process were scrapped adapting a no rework approach. Engine Exchange Program ; In case of engines which are already delivered to the customer or are already fitted into cars, where there are problems which cannot be solved by minor repair, engines are exchanged with new ones and the complaint ones are brought to the factory for evaluation. Complaint form and Action plan; Quality problem are logged in to a complaint form and action plan were prepared. Action plans has to be prepared within 24 hours and shall specify the defect, the solution and steps to prevent recurrence. Quality problems originating from out side the plants called for action plans of less than 24 hours. There for problems at the customer level are considered as more grieve than at plant level and are attended immediately. Knowledge based integrated design and engineering...
Words: 1860 - Pages: 8
...GENERAL DESCRIPTION Autopilot is an automatic flight control system that keeps an aircraft in level flight or on a set course. It can be directed by the pilot, or it may be coupled to a radio navigation signal. Autopilot reduces the physical and mental demands on a pilot and increases safety. The common features available on an autopilot are altitude and heading hold. The simplest systems use gyroscopic attitude indicators and magnetic compasses to control servos connected to the flight control system. The number and location of these servos depends on the complexity of the system. For example, a single-axis autopilot controls the aircraft about the longitudinal axis and a servo actuates the ailerons. A three-axis autopilot controls the aircraft about the longitudinal, lateral, and vertical axes. Three different servos actuate ailerons, elevator, and rudder. More advanced systems often include a vertical speed and/or indicated airspeed hold mode. Advanced autopilot systems are coupled to navigational aids through a flight director. The autopilot system also incorporates a disconnect safety feature to disengage the system automatically or manually. These autopilots work with inertial navigation systems, global positioning systems (GPS), and flight computers to control the aircraft. In fly-by-wire systems, the autopilot is an integrated component. Additionally, autopilots can be manually overridden. Because autopilot systems differ widely in their operation, refer to the autopilot...
Words: 1852 - Pages: 8
...Running heading: Organizational Change Process Presentation Cornelius Bowman LDR 531 Dr. C Introduction This paper focuses on the various strategies of organization change based on the leaders’ pet peeves. It has researched articles from various authors. One of such author is Kowaski, Robin M. in his book, “Complaining, Teasing and other Annoying Behaviors”. The paper has gone further to provide the recommendations on how these organizations changes are carried out. The paper has reviewed the case scenario of a C.E.O who wants to bring about change, but is concerned by the large size of the employees and a company’s long history without change. In the first section of the discussion, the paper highlights data observed on the graph which will be followed by a detailed recommendation. Also included are factors that hinder organization change, as this will help one understand the whole concept of organization change. Discussion One of the company’s goals is to have an organization that appreciates all employees. However, the data shows that the workers do not feel appreciated since only thirty five percent agree they fell appreciated. Appreciating employees is paramount as it makes them feel special (Senior & Swailes, 2010). This actually motivates them to work hard resulting to increased production and enhancing employer-employee relationship. The company can make the employees feel appreciated by doing little things. This may include, knowing...
Words: 1555 - Pages: 7
...procedure itself “.( Wikipedia 2015). If we translate this principle to simple cybernetics we can say that this theory does not seek a linear cause of a situation like in A occurs and then B occurs because of A. But sees, for example, people in a family influence each other and each other’s behaviours and this is a constant flow of influence. So the reciprocal relationship is important : “ …meaning is derived from the relationship between individuals …. as each defines the other “.(Becvar and Becvar 2014 8th ed , p 70 ). The use of this principle prohibits that we only see part of what is happening in a family but focus on the whole. 2. Feedback: When a process is in action we want to evaluate what is happening. In first-order cybernetics we do not look for a good or bad result. We talk about positive and negative feedback. If a family goes through life changes for example a baby is born the roles of the father and mother...
Words: 4045 - Pages: 17
...way the person relaying the information will transmit it. It’s upon him or her to decide if to treat it as positive or negative feedback. The person who treats it as positive feedback has the ability to change the areas that need change without much resistance and while the person who perceives the feedback as negative will tend to bend low with a dwindled self-esteem and may end up reacting in a depressing manner. When the information being communicated is a critique, the recipient is also the determinant as to whether, the feedback will bring a change in the person or he or she will react to the information. Openness to feedback is a challenge to many people today since when one speaks about their personal experiences they fear being judged inappropriately. In the work place, workers are afraid of getting back information because they fear being perceived as weak, uncertain and deficient of confidence. Therefore, they tend to evade returning information that would result to change and that would bring about positive outcome in the organization (Reeves, D. B., 2006). Some factors that may make an individual to react negatively is lack of self-esteem and the inability to pick out their strengths and utilize the information they get about their mistakes to build more vigor on them. The moment a person incorporates a negative attitude during feedback, the intended impact is distorted. Willingness to disclose information is inherent within a person. When a person decides to give...
Words: 1625 - Pages: 7
