Juan is an employee at a company where the CEO is pushing for drastic change in processes. Juan just finished creating computer programming that streamlined the old processes, for which he was expecting a raise and promotion. The proposed new changes make all of his recent work null and void. Juan is resisting change. The change leader needs to:
A) discourage employees from venting any frustration or concern.
B) assign Juan to a task force.
C) assure employees that there is a path for success that will be facilitated through training and development opportunities.
D) assure employees that they will get credit for past achievements.

D) Assure employees that they will get credit for past achievements.

Explanation:

Organizational change refers to a drastic change in a strategy, processes, structure or technological upgrade, which are different from previously implemented methods and which require extra initiative and work on the part of the employees to get familiarized with.

It is human tendency to resist a change in the already comfortable and familiar environment. Similarly, the employees of an organization also resist change in processes, strategies and methods owing to fear that such changes may adversely affect them.

In the given case, an employee's resistance to organizational change is based upon his recent good performance against which he expected a raise and promotion. Owing to changes, he fears his past performance will scale down to nought.

Thus, in such cases, it is the responsibility of the change leader to assure employees that their past performance won't be overlooked and they will earn the necessary incentives and rewards despite an organizational change.

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