【正文】 view change as either … opportunity or as loss 如何看待變革對轉(zhuǎn)型有巨大的影響力 人們通常把變革看作 …. 機(jī)會 或者 損失 變革的觀念 …… How Employees view change is dependent on many things….. 1. The number of changes occurring at once ? Individuals can only handle so much change. ? The greater the number of changes occurring simultaneously, the more likely that they will be viewed negatively ? Ask employees to make only a few changes at once 2. The pace at which change is occurring ? The faster the changes e, the more difficulty we have in adjusting to them ? And…the more likely we are to view change as loss. ? Give employees time to adjust. 1. 馬上出現(xiàn)的變革數(shù)量 每個(gè)人只能同時(shí)處理一定數(shù)量的變革 同時(shí)出現(xiàn)的變革數(shù)量越多就越有可能產(chǎn)生負(fù)面影響 只讓員工馬上進(jìn)行為數(shù)不多的變革 2. 變革的速度 變革的速度越快 ,我們就越難對它們進(jìn)行調(diào)整 而且我們很可能把變革看成損失 讓員工有時(shí)間進(jìn)行調(diào)整 員工如何看待變革是取決于 許多方面 …… How Employees view change is dependent on many things….. 3. An individual39。s perception of change. ? The greater the meaning one places on the change, the greater the sense of loss. ? Try to view change in the eyes of each individual impacted and how the change affects him or her 4. The amount of control in times of change ? The greater the involvement individuals have in making change, the greater their sense of control. ? The greater the sense of control, the more likely the change will be viewed as an opportunity. ? Open munication and involvement required 3. 個(gè)人對變革的看法 對變革的期望越大 ,失望的感覺越大 ? 找出每個(gè)受變革影響的人的觀點(diǎn) 4. 變革時(shí)間上的控制 個(gè)人參與變革越多 ,掌控意識就越強(qiáng) 掌控意識就越強(qiáng) , 變革就越可能被看做機(jī)會 需要開誠布公的溝通和參與 員工如何看待變革是取決于 許多方面 …… How Employees view change is dependent on many things….. 5. Change as Loss When change is viewed as a loss, they usually go through a 5 step process in order to effectively make the change. 1. Shock and Denial ? People often deny that a change has even occurred ? They blame others and do not recognize the need to make decisions. 2. Anger, Frustration, and Anxiety ? So much energy is placed in negative emotions at this stage that there is no energy to make critical decisions. 3. Depression ? Lack of energy ? Poor or no decision making ? This is a stage where individuals need the help of their managers 5. 變革被認(rèn)為是損失 當(dāng)變革被看作是損失 ,為了有效地進(jìn)行變革 ,通常要經(jīng)過 5步流程 1. 震驚和否定 人們經(jīng)常否定曾經(jīng)出現(xiàn) 他們責(zé)備別人沒有意識到?jīng)Q策的必要性 2. 憤怒、挫折和憂慮 在這個(gè)階段太多的精力放在否定的情緒上，以至于沒有足夠的精力來做重要決策 3. 沮喪 無精打采 很少或沒有作出決策 這個(gè)階段需要他們主管人員的幫助 員工如何看待變革是取決于 許多方面 …… How Employees view change is dependent on many things….. 5. Change as Loss………. 4. Dialogue and Bargaining ? Bee more open to exploring alternatives ? Need to gather information and consider options ? Frequently feel a need to tell their story in order to make sense of what has occurred 5. Acceptance ? Don’t necessarily like the change ? Are beginning to accept that it has happened and are willing to work with it ? Begin to feel empowered and in more control ? Understand that things will never be the same. 5. 變革被認(rèn)為是損失 ? 變成更經(jīng)常尋求替代方案 ? 需要收集信息和考慮其他選擇 ? 經(jīng)常感覺需要陳述自己的看法 5. 接受 ? 不一定需要喜歡變革 ? 開始接受事實(shí)并愿意與它協(xié)作 ? 開始感覺被授權(quán)并有更多的掌控 ? 理解事情不可能永遠(yuǎn)一成不變 員工如何看待變革是取決于 許多方面 …… Emotional Cycle of Change 1. Certainty (uninformed optimism) The beginning of the change effort is frequently a period with high hopes ? Feelings run high and morale is at a peak. ? This initial certainty about the success of the change is based on little information. ? High energy needs to be built into this stage so that the momentum can drive through the next stage 1. 確定 (盲目樂觀主義 ) 變革的開始階段是帶高期望值的階段 情緒高漲、士氣昂揚(yáng) 這種開始階段的成功確定性是因?yàn)樾畔⑻? 這一階段投入大量精力，因此這種動力可以帶到下一階段 變革的情緒周期 Emotional Cycle of Change 2. Doubt (informed pessimism) When the change has developed further, more and more problems surface 1. Unplanned events 2. Inadequate information 3. Political resistance 4. Morale drops …. people ask why they ever got involved or thought they could acplish the task in the first place. 5. Real problems begin to occur during this phase.