4. I think factory workers are usually more resistant to production methods. Manufacturing workers are used to doing things somehow to do the job right in the fastest way. I worked in a factory for several years. We had a way to run our production lines in a way that will make the products as fast as possible. When changes are made, it often loses production lines. People need to use the new changes before they can come back to do things the way they’ve done before. Especially if the production line pays workers to every piece they make. Management-related measures to overcome resistance can make changes and steps. Austin Management makes all changes at the same time that employees are not really preparing for the change. They should provide as much information as possible to employees about the upcoming change before making any changes. Then, when they make changes, they take them in phases so that workers can find or adopt new changes to new changes once.

7.  Managers are likely to ignore the need for change. They may ask for a change to occur, but they may not cause reason why this is necessary. If this is not done, there is no change that will result in change.

8. The basic organizational value is what urges them to run and earn money for this organization. The organization will continue to make changes that match its baseline. Basically, the things the company has to do to make it successful. Other changes are often pushed by the side unless they affect the company’s line of business or they can pay a large sum of money for the company. Organizational development focuses on the human and social dimension of the organization as a means of organizing the organization’s ability to adapt and resolve problems. In a 10.5 report, the manager was only responsible for the successful organization and took into account what it was necessary to do. It is a way of focusing on what is good for everyone to support an extra organization rather than a person’s individual needs.

10. The diagram shows a moral display of 11.8 and a four-point curve. The prospect’s top was to limit the problems, the difficulty and the complexity of change, despair and light at the end of the tunnel. If administration entered the point where they could achieve complex and complex changes, they could prevent employees entering the first point of despair. When they begin first that there is a question if they go to the five techniques to implement the change they can pass many issues bypass. They will support their employees, participate in employees who will show how they can influence and benefit from change, reduce employees’ needs with company goals, let employees let them train on the train. And they will give employees a better attitude to change. It cannot improve things by 100% but it will give employees the feeling that their employer is taking care of them and will give less resistance to future changes.