In the case of Blue Cross and Blue Shield of Kansas City, Kevin Sparks was faced with the serious dilemma of how to get employee to accept the changes that were occurring within the organization. Organizational change can be difficult for not only those that hold upper management positions in organizations but with lower level employees as well. People are often resistance to change of any kind and this can be especially true when it comes to their place of employment. One of the first reactions people have is to completely avoid change (O’Brien & Marakas, 2011). Whenever there is talk of change occurring within an organization this can cause employees to have conversation amongst themselves that often lead to fear of the unknown. Employees …show more content…
Releasing too much information about change can cause some employees to feel that changes are not needed or that their jobs may soon be on the chopping block if the proposed changes take place. In these instance organization have released change proposals that do not fully detail the changes that are projected to occur within the organization. This is done in an effort to curb the fears and resistance to change that is slated to happen. Consequently this can also cause more problems for organizations and lead to apprehension among employees. Resistance to change is human nature and therefore unavoidable. There are measures that can be taken to try and minimize the concerns surrounding the level of information released about upcoming changes. Organizations should access the atmosphere and general readiness for change within their company. A thorough assessment should take place to discover what is necessary for the organization to move forward with greater productivity. Once this is established factual information regarding change can be released to employees keeping them abreast of changes. In order to maintain the integrity of the organization and keep the proposed changes clear with employees, a change team should be