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每次经历了拒绝，都会出现变化，这是很常见的。接受变革阻力会帮助员工获得抵抗的希望,认识它的起始和原因,并调整员工努力工作来管理变化的问题,以确定他们努力改变的成就感。反抗基本上是健康的。所以员工不应该抵制这种改变,因为它帮助他们评估自己的位置和自己的能力。他们必须检查抗议去发现抵制的实际原因。很多时候,它接近个人恐惧。经理应该遵循一些不同的方法来减少这种抵制。他一定要意识并且思考他的员工内心是怎样一种感觉。经理需要着迷狂欢的发展变化，要求他们的建议和自己的想法。他们可以跟员工交流，让他们理解为什么要变化以及它会带来什么。管理者必须处理员工关心且需要的。他们应该在各个领域带来需要变更的变化,帮助人们保持住友谊,放松任何可能的设置和组织标准。诡计多端的柔韧性变化,无论在哪里逐步实现，也是一个优越的方法来减少抵制。这将允许员工进行现有的努力工作和吸收新的行为方式。它还将帮助员工理解其中的变化。经理应该打开心扉和真诚的。他们不能给予曾离开岗位的员工回到原有位置的权利。如果经理和他的组织不具备委托自己改变,那么他们不应该宣布政策,应该反复地关注于改变的乐观积极的特征。

It is common to experience resistance every time there is change. Accepting that there will be resistance to change will help employees hopeful of resistance, recognize its starting places and causes, and adjust employees' hard work to administer the concerns of change to make certain the achievement of their change efforts. Resistance is essentially healthy. So employees should not resist this alteration as it helps them in evaluating themselves of their position, their capability. They must always check out the protests to discover the actual cause for resistance. A lot of times, it approaches down to individual trepidation. The managers should follow some different ways to reduce this resistance. He must be aware of what his employees are feeling, as well as thinking. Managers need to engage fascinated revelries in the development of change by asking them for proposals and including their ideas. They can talk with the employees to make them understand about why changes brought about. Managers must deal with the employees' need of those concerned. They should bring out changes in the sectors where the alteration is needed and assist people keep hold of friendships, relaxed settings and group standards wherever probable. Scheming suppleness into change by phasing it in wherever achievable is also a superior way to reduce resistance. This will permit employee to inclusive existing hard work and incorporate new behaviors down the way. It will also help the employees to make them understand about the changes. Managers should be unbolt and sincere. They must not to leave openings for employees to come back to the position quo. If the manager and his organization are not equipped to entrust themselves to the change, then they should not declare the policy and should focus repeatedly on the optimistic features of the change. They should be specific where they can be and should convey guidance programs that build up fundamental skills as divergent to processes such as: conducting meetings, communication, team construction self-worth, and instruction is also a good advance (Thomas 2002 p.383).

These progresses arise within an outline work of speedily mounting communal and financial interdependence on a worldwide range. Organizations develop through phases of incremental or evolutionary change. The most important work changes happening nowadays are alters in organizational approaches, organizational construction and plan, machinery and human wherewithal. A change in organizational approach is a challenge to adjust the organization's configuration with its atmosphere. Mercedes, for example, is going to initiate this year the new Classe A, which is more leaning to the new juvenile cohort who本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。