Explanation:
New EU legislation is an example of an external change that could affect a business. External changes can include economic, political, social, legal, and technological factors outside the organization that impact the business environment. In this case, the new EU legislation would be a legal change that could affect how the business operates, such as new regulations or requirements that the company must comply with. Other external changes that could impact a business include changes in consumer behavior, shifts in market trends, natural disasters, and changes in the competitive landscape.
Explanation:
Introducing a Works Council might gain worker support for a significant change in shift patterns. Works councils are typically made up of employee representatives elected or appointed to represent the interests of workers in various areas of the organization, including changes to work schedules or other working conditions. By involving workers in the decision-making process through the Works Council, management can gain valuable feedback, insight, and buy-in from employees, which can help to build support and reduce resistance to the proposed changes. In addition, the Works Council can help to ensure that workers' concerns and needs are adequately addressed, which can help to prevent conflicts or disputes that might otherwise arise during the change process. Therefore, introducing a Works Council can be a valuable tool for gaining worker support for significant changes in shift patterns or other areas of the organization.
Explanation:
Staff worries about being deskilled is a common reason introducing new technology might cause resistance to change. When new technology is introduced, it may require employees to learn new skills or working methods, which can create anxiety and uncertainty among staff. They may worry that their existing skills will become obsolete and they will not be able to adapt to the new technology. This fear of being deskilled can lead to resistance to change, as employees may be reluctant to embrace the latest technology or may actively push back against it. Other reasons introducing new technology might cause resistance to change include concerns about job security, a lack of understanding about the benefits of the latest technology, and a fear of the unknown.
Explanation:
Staff training would be vital when implementing a new business-wide IT system. Employees must be adequately trained on its features, functionalities, and best practices to use and operate the new system effectively. This can help ensure the system is used efficiently and effectively, reducing the likelihood of errors, delays, or other issues that might otherwise arise. Proper training can also help to build employee confidence in the new system, reducing resistance and increasing overall support for the change. Additionally, ongoing training and support can help employees continuously improve their skills and knowledge and ensure that the system is being used to its full potential. Therefore, staff training is essential to any successful implementation of a new business-wide IT system.
Explanation:
Workers involved in change decisions are more likely to feel empowered and invested in the change process. This can lead to increased engagement, commitment, and motivation, as well as a greater sense of ownership and responsibility for the success of the change. Additionally, involving workers in change decisions can help to generate ideas and perspectives that may not have been considered otherwise and can help to identify potential challenges and solutions early on in the process. Therefore, involving workers in change decisions can be a powerful way to build support, reduce resistance, and increase the likelihood of success.
Explanation:
Better opportunities for promotion are not a barrier to change by employees. Providing opportunities for career growth and advancement can motivate employees to embrace change, as they may see it as a way to gain new skills and experience that can help them advance in their careers. Other barriers to change might include resistance to new processes or technologies, fear of the unknown, lack of understanding or communication about the reasons for the change, and concerns about job security or job satisfaction. Effective change management strategies can help to address these barriers and facilitate the successful implementation of change initiatives.
