How to Adapt to Change in the Workplace Research Paper

How to Adapt to Change in the Workplace - Research Paper Example It is evidently clear from the discussion that change comes about with a lot of denial on the part of the employees who are simply not ready to accept it within their stride. They believe that change shall mean a great amount of negativity for their work processes, and that they would have to undergo stress and tension at the hands of the employers who want to persist with change. They are of the view that change shall bring in a great amount of work pressure for them, which would eventually mean that they would have to exponentially increase their work yet would be given the same amount of money for what they do best within the workplace regimes. These are some of the negative aspects which are related with the denial phase when change becomes an apparent entity in the workplace. The employees opine that they would have to be looked after by their own selves and that their work manifestations would not be taken care of by the people who should have mattered the most. The denial phas e is all the more important to understand because the employees reject the idea of changing their work routines and course, and that they start believing in the fact that if they change, it would mean that there is less job security for their own selves, and that they would have to face more pressurizing times in the future. Anger is another stage within the aegis of change which shall be regarded as a very violent and aggressive one. It is one step ahead of how denial is portrayed by the employees within the workplace settings. Anger is actually the basis of some employees showing their resentment through written resignations whereby they tend to give up the idea of working any further while others believe that they would stick on and see whether they could work along the lines of the organization’s new procedures and codes. The changing attitudes are visible through their expressions, their work performance levels, and so on and so forth. This is also apparent through their comprehension of tasks and how well they want to complete their tasks in order to satisfy the needs of the organization that they basically work for. Anger makes the employees look very different in their demeanor. They start to see things very distinctively and essentially exert their influence in more ways than one. Anger is something that shall make the best of the employees stand up and make their point get across, which is not good for the basis of the organization in essence. Dejection is the third stage of change which means that since the organization has understood that change has to happen over time, it will make the employees (the ones who are against the idea of change) shall face dejected and let down by the attitude of the organization. They would believe that change will not be a good form of communication that has happened between the organization and its employees and that there must have been a different perspective which could be adopted for the betterment of all and sundry. This is an important element of change and shall be understood within the relevant domains nonetheless. Dejection is something that shall make the people feel very frustrated as they would believe that the organization does not pay respect to what they think and basically does things which are unbecoming of their stature and the manner in which their respective work domains got done in the past or even in the coming times.