Using either a report or essay format:Using an actual change , discuss the key reasons why employees may resist change and detail the tools, and their application, that a transformation change manager has to overcome that resistance
Sample solution
Dante Alighieri played a critical role in the literature world through his poem Divine Comedy that was written in the 14th century. The poem contains Inferno, Purgatorio, and Paradiso. The Inferno is a description of the nine circles of torment that are found on the earth. It depicts the realms of the people that have gone against the spiritual values and who, instead, have chosen bestial appetite, violence, or fraud and malice. The nine circles of hell are limbo, lust, gluttony, greed and wrath. Others are heresy, violence, fraud, and treachery. The purpose of this paper is to examine the Dante’s Inferno in the perspective of its portrayal of God’s image and the justification of hell.
In this epic poem, God is portrayed as a super being guilty of multiple weaknesses including being egotistic, unjust, and hypocritical. Dante, in this poem, depicts God as being more human than divine by challenging God’s omnipotence. Additionally, the manner in which Dante describes Hell is in full contradiction to the morals of God as written in the Bible. When god arranges Hell to flatter Himself, He commits egotism, a sin that is common among human beings (Cheney, 2016). The weakness is depicted in Limbo and on the Gate of Hell where, for instance, God sends those who do not worship Him to Hell. This implies that failure to worship Him is a sin.
God is also depicted as lacking justice in His actions thus removing the godly image. The injustice is portrayed by the manner in which the sodomites and opportunists are treated. The opportunists are subjected to banner chasing in their lives after death followed by being stung by insects and maggots. They are known to having done neither good nor bad during their lifetimes and, therefore, justice could have demanded that they be granted a neutral punishment having lived a neutral life. The sodomites are also punished unfairly by God when Brunetto Lattini is condemned to hell despite being a good leader (Babor, T. F., McGovern, T., & Robaina, K. (2017). While he commited sodomy, God chooses to ignore all the other good deeds that Brunetto did.
Finally, God is also portrayed as being hypocritical in His actions, a sin that further diminishes His godliness and makes Him more human. A case in point is when God condemns the sin of egotism and goes ahead to commit it repeatedly. Proverbs 29:23 states that “arrogance will bring your downfall, but if you are humble, you will be respected.” When Slattery condemns Dante’s human state as being weak, doubtful, and limited, he is proving God’s hypocrisy because He is also human (Verdicchio, 2015). The actions of God in Hell as portrayed by Dante are inconsistent with the Biblical literature. Both Dante and God are prone to making mistakes, something common among human beings thus making God more human.
To wrap it up, Dante portrays God is more human since He commits the same sins that humans commit: egotism, hypocrisy, and injustice. Hell is justified as being a destination for victims of the mistakes committed by God. The Hell is presented as being a totally different place as compared to what is written about it in the Bible. As a result, reading through the text gives an image of God who is prone to the very mistakes common to humans thus ripping Him off His lofty status of divine and, instead, making Him a mere human. Whether or not Dante did it intentionally is subject to debate but one thing is clear in the poem: the misconstrued notion of God is revealed to future generations.
References
Babor, T. F., McGovern, T., & Robaina, K. (2017). Dante’s inferno: Seven deadly sins in scientific publishing and how to avoid them. Addiction Science: A Guide for the Perplexed, 267.
Cheney, L. D. G. (2016). Illustrations for Dante’s Inferno: A Comparative Study of Sandro Botticelli, Giovanni Stradano, and Federico Zuccaro. Cultural and Religious Studies, 4(8), 487.
Verdicchio, M. (2015). Irony and Desire in Dante’s” Inferno” 27. Italica, 285-297.
Sample Answer
Sample Answer
The Challenge of Overcoming Employee Resistance to Change in Organizations
Introduction
Change is an inevitable part of organizational life, and its successful implementation is crucial for staying competitive and adapting to evolving environments. However, one of the primary obstacles that organizations face when implementing change initiatives is employee resistance. This report will explore the key reasons why employees may resist change and discuss the tools and strategies that transformation change managers can utilize to overcome this resistance.
Reasons for Employee Resistance to Change
1. Fear of the Unknown
Employees may resist change due to fear of uncertainty and the unknown. Change disrupts familiar routines and creates a sense of instability, leading to anxiety about how the change will impact their roles, responsibilities, and future within the organization.
2. Loss of Control
Change can threaten employees’ sense of control over their work environment and processes. When changes are imposed without involving employees in decision-making or planning, they may feel disempowered and resist the change as a way to assert some level of control.
3. Lack of Communication
Poor communication about the reasons for change, its implications, and the expected outcomes can breed mistrust and skepticism among employees. When employees feel uninformed or excluded from the change process, they are more likely to resist it.
4. Past Experiences
Negative past experiences with change initiatives, such as poorly executed changes or layoffs, can create a sense of cynicism and resistance among employees. Past failures in change management can erode trust and confidence in new change efforts.
5. Comfort with the Status Quo
Employees may resist change simply because they are comfortable with the current state of affairs. Human beings have a natural tendency to prefer stability and resist disruptions that challenge their existing ways of working.
Tools and Strategies to Overcome Resistance
1. Effective Communication
Transparent and consistent communication is essential for overcoming resistance to change. Change managers should clearly articulate the reasons for change, its benefits, and how it aligns with the organization’s goals. Engaging in two-way communication that allows employees to express their concerns and ask questions can help address uncertainties and build support for the change.
2. Involving Employees
Involving employees in the change process by soliciting their input, feedback, and ideas can help foster ownership and buy-in for the change initiative. When employees feel valued and included in decision-making, they are more likely to support the changes being implemented.
3. Providing Support and Training
Offering training and support to help employees navigate the changes and develop new skills can alleviate fears and resistance. Change managers should ensure that employees have access to resources, guidance, and opportunities for learning to successfully adapt to the new ways of working.
4. Addressing Concerns Proactively
Identifying and addressing potential sources of resistance early on is crucial for mitigating opposition to change. Change managers should anticipate common concerns, misconceptions, or fears among employees and proactively address them through targeted communication and engagement efforts.
5. Celebrating Quick Wins
Recognizing and celebrating small victories along the way can boost morale and motivation among employees during times of change. Acknowledging progress and highlighting successes can help sustain momentum and reinforce the benefits of the change initiative.
Conclusion
In conclusion, employee resistance to change is a common challenge that organizations face when implementing transformation initiatives. By understanding the key reasons behind resistance and employing effective tools and strategies such as communication, employee involvement, support, proactive problem-solving, and celebrating achievements, transformation change managers can successfully navigate resistance and lead their organizations through successful change processes. Embracing a people-centric approach that prioritizes engagement, collaboration, and empathy is essential for overcoming resistance and driving sustainable change within organizations.
