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Organizational Change

By Stephanie Monge-Sherman There’s pivotal interplay between company culture and the overall success of a company. From owners of small businesses to CEOs of large corporations, this fact is recognized, embraced and leveraged to strengthen a company’s infrastructure. In fact, many people consider company culture to be the factor that determines whether a company falters or thrives. But you don’t have to believe that company culture is solely critical to a company’s success to acknowledge that employee engagement, support, and happiness are incredibly important. The idea that culture can actually lead change management is a hot topic among both company culture and

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By Stephanie Monge-Sherman In more recent years, companies have been starting to realize just how important workplace culture is, and how fundamentally it is tied to the success of the business. Where companies were previously attracting top talent on salary and benefits alone, it now takes more than that and something exponentially harder to offer: potential employees want to know that they’ll be happy in the workplace and experience job satisfaction in their role—no easy feat. Workplace competition is a big part of the company culture, and it’s been the subject of debate for many industry experts as of late. For the

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By Martin Royal It's been well established change initiatives have high rates of failures. It is well documented that the costs of poorly managed change initiatives measure in the millions. Therefore, understanding the reactions of employees to planned organizational change is a significant concern for many organizations. Many organizations are confronted with swift environmental, industrial and technological changes that challenge them to continuously adapt their processes. Effective organizational changes rely on the cooperation and engagement of employees. Poorly managed changes may lead to a variety of unwanted outcomes. These may include decreased workplace satisfaction rates, reduction in both individual and overall

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By Maggie Carey So you’ve uncovered the root cause of a problem in your organization, and you’re ready to plan and implement change. Improving organization performance and effectiveness can be a very exciting time period, but there are also many barriers that can be quite daunting. Whether you are planning for a simple change in a small group or implementing an enterprise-wide business transformation, keeping these five steps in mind can help you to effectively manage change. 1. Motivate change. One of the most important elements to managing change is motivating those involved in and affected by the change. The two significant ingredients

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By Margaret (Maggie) Carey Motivating change is a crucial element of change management. It is human nature to be resistant to change, especially as organizational change can often pose a threat to an employee’s job security, competencies and skills, and overall perceived worth. Two ways to motivate change are: 1) to proactively combat resistance to change and 2) to create change readiness. Proactively Combatting Resistance to Change As an organization begins a change management process, employees must go from the certainty that they currently work in, to the uncertainty and ambiguity that lies ahead. This uncertainty and ambiguity may cause anxiety and resistance

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By Dr. Josh Williams VIRGINIA BEACH — The resignation email arrived in the morning, and the gunfire started in the afternoon. DeWayne Craddock, an engineer who had worked for the City of Virginia Beach for 15 years, notified his superiors on Friday that he intended to quit. Then at around 4 p.m., he embarked on a rampage in Building No. 2 of the Virginia Beach Municipal Center, turning its offices and corridors into a battleground. When it was over, 12 people lay dead and Mr. Craddock was fatally wounded.(1) The Virginia Beach shooting, the nation's deadliest of the year, unfolded when the

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