quickest diffuser of employees enthusiasm is when they feel overwhelmed by either too many changes or too quick of a change. 11. TOP MANAGEMENT SUPPORT Top management must behave consistently in ways that support the change. Mixed messages can be fatal to a change effort. If top management says one thing but does another, the employees will regard the change as a joke. Employees focus on what top management does, not what they say. 12. PUBLICIZE SUCCESSES AND MAKE MID-STREAM CONNECTIONS WHERE NEEDED. If things are going well, publicize it. Nothing serves as a great motivator as seeing progress. Listen to what employees have to say. If employees think that their suggestions are not being considered, they will not offer anymore. Companies cannot afford to let a gold mine of information (employee suggestions) be lost. 13. PROVIDE SERVICES FOR EMPLOYEES Employee anxiety is one factor that will impede the success of a change effort. This anxiety can be managed by counseling, Employee Assistance Programs, or even early retirement (Iskat & Liebowitz, 1996). Implementing change is a proven approach that provides management with a systematic process of dealing with issues critical to the achievement of business reengineering. It helps identify potential roadblocks to change efforts. It assists in evaluating and selecting the persons who will implement the change. It also uncovers possible causes of resistance from those who are modifying their behavior. It enables the change leaders to develop both basic and specific tactics to follow through with the change throughout the organization in a way that will create ownership and commitment (Arendt, Landis, Russ & Meister, 1995). EFFECTIVE IMPLEMENTATION THROUGH ACTIVE LEARNING Active learning is an innovative educational methodology used to help people remove their fear, resentment, and resistance toward change by immersing them in the change process itself. Active learning serves as a vehicle for ...
