Executive leadership summary Employees’ potential attitude towards change initiative The attitude that employees show towards change is a main factor to the effectiveness in implementing the specific change. In the case of Kudler Fine Foods Virtual Organization, there is likely to be varying attitudes expressed by different groups of the employees. The potential attitude for the employees at Kudler towards the proposed change is negative as well as positive with the levels of the negative attitude expression outweighing the positive attitude. The negative attitude is likely to arise from the management who feel that the new software should not be implemented.
It will also arise from the human resource assistant and the clerical staff who feel that the software implementation will only result increased tasks of having to fill information regarding every employee into the new system. The positive attitude will arise from the managers who are not yet familiar to the current system and a few employees who believe that that the new software will lead to reduced levels of disciplinary actions. The employees expressing the negative attitude however are likely to show resistance to the new software implementation while those showing positive attitude are likely to show approval to the implementation (Nafei, 2014). Likely emotional response of employees based on attitude There are varying emotional responses that are likely to be expressed by the various employees at Kudler Fine Foods Virtual Organization towards the anticipated change.
The employees that show negative attitude towards the new software are likely to show negative emotional responses such as dislike, annoyance, uncertainty and cynicism feelings (Paarlberg &Perry, 2007). Those that show positive attitude towards the change will be likely to show positive emotional responses such as liking emotions and commitment to the implementation of the software.
The will also be likely to show emotions of desirability as well as those of justification to this change initiative. The different emotional responses by the various employees however will affect the effective implementation since for the implementation to be successful and effective, it requires positive emotional response by all the employees. Behaviors that may manifest from the attitudes and emotions The employees at Kudler Fine Foods Virtual Organization are likely to depict different behaviors in response to the change initiative and these behaviors will depend on the type of attitude and emotions expressed.
The employees that expressed positive attitude will be likely to show behaviors that are in a way relating to their approval towards the change initiative. These behaviors include showing commitment by attending the planned meetings and training sessions that are aimed at helping the employees with the necessary skills required to enable them to handle the new software. Those who expressed negative attitude however, are likely to show behaviors such as constantly complaining about the change, showing resistance in performance of the assigned tasks and failing to attend meetings and other planned training sessions.
They may also show resistance by failing to provide information if requested to do so and these behaviors will be an indication of their disapproval to their disapproval to the change. These behaviors will affect the effectiveness of the implementation of the change process (Penava & Sehic, 2014). Employees who might be active change agents based on personality information The personality information of different employees as it is inferred in their personal files will be a determinant of the employees’ resistance or approval to change.
The Employees who might be active change agents will be determined from positive personality information held in their files. This will constitute any information that is likely to show organizational commitment. (Nafei, 2014). Organizational commitment implies that the employees are emotionally attached and identified to the operations of the organization and to any activity that leads to the operational success of the entire organization. The personality information of these employees will also be one that imply their involvement in every activity of the organization and will also imply that they have been change pioneers in the organization during the previous change processes.
Another personality information that will determine the agents of change is the possession of qualities such as optimism and this will imply that they are able to see positivity and will therefore agree to change hoping that the change will be for future good (Penava & Sehic, 2014). Employees who might resist change based on personality information The employees of Kudler Fine Foods Virtual Organization who might resist change can also be judged from the personality information found in the personnel files.
For these employees, their personality information is likely to be unpleasant and are likely to be employees with minimal organizational commitment. This will imply that they are not so much concerned with the progress or success of the organization and will therefore not see the need for adopting change that might lead to better performance of the organization. Information such as having a record of previously showing resistance to change may also be used to determine these individual.
Personality qualities such as employees being pessimistic will also be used. Pessimistic individuals do not anticipate for any good and therefore will not be expecting any positive results from the change initiated. Another quality that will be useful in determining change resistors is conservativeness, which explains that the individuals do no not belief in change and this instance will show the same resistance. How personal values will influence employee behavior during change initiative Personal values are desirable goals, behaviors or states in which different individuals place their worth.
Personal values therefore relate to acceptable behaviors and they differ from one individual to another. The employees at Kudler however will have varied values that will influence how they respond to the initiated change process. The personal value differences between the employees are what cause them to show varied behaviors during the change initiative. Different employees construct their values from different past interactions and experiences and this will largely affect their perception to change (Nafei, 2014). These employees learn their values from different societies, families and religions and therefore the different opinions that result from these differences and therefore the employees will have varied beliefs regarding change.
This however will affect their attitude and perception with regard to changing from what they are already used to. The individuals who show positive attitude to change will possess personal values that are different from individuals who show negative attitude to change (Paarlberg &Perry, 2007). References Paarlberg, L. E. &Perry J. L. (2007). Values management aligning employee values and organization goals. The American Review of Public Administration, 37(4): 387-408 Penava, S.
& Sehic, D. (2014). The relevance of transformational leadership in shaping employee attitudes towards organizational change. Economic Annals, 59(200): 131-162 Nafei, W. A. (2014). Assessing employee attitudes towards organizational commitment and change: The case of King Faisal Hospital in Al-Taif Governorate, Kingdom of Saudi Arabia. Journal of Management and Sustainability, 4(1): 204-219