Briefly discuss a difficult change workplace experience and describe the conflict that took place as a part of this change.


Change and conflict often go hand-in-hand.  Briefly discuss a difficult change workplace experience and describe the conflict that took place as a part of this change.

According to the readings, what did you (or a team leader) do right and/or wrong to lead the organization through this change/conflict?

Applying the readings and especially the podcast, what could have been done to improve the change process?

What was a key takeaway (or an “aha”) from the podcast that youcan apply in your life?


Change is an unavoidable part of life and the workplace is no exception. It is often said that change and conflict go hand-in-hand, and this is certainly true in my own experience with a difficult workplace change. In this essay, I will discuss my experience with a difficult workplace change, the conflict that accompanied it, and how this relates to the topics of the impact of workplace change on employee morale, exploring the causes of conflict during a change in the workplace, and strategies for minimizing conflict
Workplace change can have a significant impact on employee morale. According to BJ Manson (2014), the outcomes of changes in the workplace can either be negative or positive, depending on the approach taken by the employer. If the changes are seen as a threat to employees, or if they are not properly communicated, then morale can be adversely affected. On the other hand, if changes are seen as an opportunity to create a better work environment and to create new opportunities for employees, then morale can be improved. Additionally, if an employer takes the time to consult with employees and to explain the rationale behind the changes, this can help employees to understand the changes and may result in a more positive attitude towards them. Finally, the introduction of reward or recognition schemes can help to motivate employees and raise morale. In sum, workplace change can have a significant effect on employee morale, and it is essential for employers to take the necessary steps to ensure that morale remains positive.
Conflict is a common occurrence during a workplace change. KE Horton, PS Bayerl, and G Jacobs’ study on the Journal of Organizational Change Management in 2014 found that five main causes of conflict can be identified during a transition. These include the lack of clarity of the change process, resistance to the change, the lack of communication, the uncertainty of outcomes, and the lack of trust in leadership. The lack of clarity of the change process is one of the primary causes of conflict. Without clearly defined goals and objectives, employees can become confused and frustrated, leading to disagreements and unresolved issues. Resistance to the change is another common cause of conflict. This stems from the fear of the unknown and the uncertainty of the outcomes of the change. Furthermore, a lack of communication between management and employees can lead to a breakdown in trust and create feelings of uncertainty. This can cause employees to become defensive and lead to misunderstandings and arguments. Finally, a lack of trust in leadership can lead to a further breakdown in communication. Employees who are not sure of the intentions of their leaders can become frustrated and feel like their voices are not being heard, leading to further conflict. Therefore, it is important for organizations to ensure that the change process is clear and communicated effectively, and that employees have trust in their leadership.
Organizational change is an inevitability in today’s ever-evolving world, and as such, managing the impact of such change on both organizational and individual levels is an essential element of successful management. One of the main challenges associated with organizational change is the potential for conflict to arise from the changes, which can have a major effect on worker morale and productivity. According to RS Lazarus (2020), it is essential to create an environment in which employees feel empowered to voice their opinions and concerns during the change process. This can be accomplished through effective communication strategies, including providing clear explanations for why changes are necessary and what the expected outcomes of the change will be. Additionally, it is important to create a safe space for employees to express their concerns and to provide resources such as counseling and guidance to help employees through the process. Furthermore, it is essential to create a culture of openness and respect between managers and employees and to ensure that everyone is aware of their rights and responsibilities. By creating an environment of trust and understanding and providing resources to help employees manage their stress levels, organizations can minimize the potential for conflict and ensure that the change is successful.
Change and conflict often go hand-in-hand. This is exemplified in my own experience in the workplace when our company decided to restructure its business practices. The decision put a strain on our relationships due to differences in opinions as to what was best for the company. Furthermore, this change created tension between upper management and the staff as they argued over which budget cuts to implement. It was clear that there was a great deal of conflict over the change and it made us question the integrity of our team. This experience demonstrates that change and conflict can be difficult to manage and that communication is key to resolving any issues that occur.
Work Cited
G Jacobs.”Identity conflicts at work: An integrative framework.”
“Psychological stress in the workplace.”



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