Q.3. What was your response to the change? Why?
Ans. My response to the change was as follows:
I rationalized my approach!
I got into knowing the company’s place in market and how is it progressing with the new methodologies.
Most importantly, I kept my patience and trust intact
I behaved in this manner because as a manager it is my duty to encourage people and enable them to perform and improve as per the requirements and demands of the organization.
He had an emotional setback.
He had already developed his capabilities as per the current scenarios and it was difficult for him to change his methodologies and accept the new policies.
But Mayer’s competency and expertise gained the trust of the employees, made my colleague to realize that the change is for the better.
Q.4. Was the change successfully implemented; and what is the reasoning behind your assessment of success or otherwise?
Ans. The change was successfully implemented?
After a little resistance the change was accepted well
Mayer placed a lot of energy in the company and the employees’ got very excited about their work.
In 2013, Mayer implemented 560 employee- oriented initiatives and also introduced new program designs for employees’ in order to boost their morale.
She understood her employees very well and ensured their happiness remains intact and they should feel valued.
Need for assessment of success:
The need why I feel this trust building was important was because as a manager I always endeavor for employee satisfaction and thus, achieve the organizational goals.
No, the change was not accepted by him in the first instance, but when things got better and when some consistent and effective steps were taken by our new leader Mayer, it made him give way to the new air in town!