CrysTel is at the beginning stages of a major change initiative. They have conducted a climate survey and an employee satisfaction survey and have identified strengths and weaknesses among the departments within the company. The weakest departments have been found to be Marketing and Sales and Delivery. Strategies have been implemented to assist with increasing productivity and decreasing resistance to the change that is about to take place companywide. The department that showed the lowest increase in productivity and motivation, as well as the smallest decrease in absenteeism and employee turnover after the implementation of the previously mentioned strategies was the Marketing department. However throughout the simulation it was never exactly identified how the changes were going to be presented to the departments, nor were any specific goals stated other than to increase productivity. According to an editorial posted in the Feliciter, “No matter whether change is something thrust upon you or something you thrust upon others, everyone should take into consideration beforehand the effects on other individuals and plan the changes accordingly.” (Cook, 2006, p. 232)
Because humans possess emotions and feelings their behavior while in the midst of change can never be predetermined. According to a recent article in the Travel Trade Gazette, “Whenever there is a change to an organization, be it external or internal, much time is spent on the structural, leadership and financial aspects. And yet the most important element in any change is staff support.” (Lacey, 2007, p. 28) Furthermore, in the article it categorizes employees that are participating in organizational change as winners and losers. The losers being individuals that are reassigned within the organization, ...