please refer page 9 for topic and page 20 marking criteria there are five topics in list you can choose one topic and start ASSESSMENT TASKS ASSESSMENT 1: Individual Literature Review Weight: 30%...

Running Head: Journal Review        1
JOURNAL REVIEW        21
JOURNAL REVIEW: MANAGING RESISTANCE TO CHANGE
Table of Contents
Reviewed Journal 1    3
Reviewed Journal 2    4
Reviewed journal 3    5
Reviewed Journal 4    7
Reviewed Journal 5    8
Conclusion    9
References    11
Reviewed Journal 1
The research paper sheds light upon managing a successful change in the public sector organisations. The journal was published in the year of 2018 and it primarily focuses on the public sectors that carry out their business operations in Italy. Organisational change has become a crucial aspect of the modern day business in order to stay ahead in the competition and shoot up the overall performance. In accordance to the journal, the public sector organisations have undergone the procedure of change in order to cope up with the ever changing market conditions and the consultants were an integral part of the transformation process (Fattore, Iacovone & Steccolini, 2018). The Fernandez and Rainey model is incorporated in the research paper that helps in the implementation of successful change. In order to ensure that the change is successfully implemented, the model states that there are 8 elements that need to be taken into consideration which include being certain of the need, designing a plan, overcoming resistance to change, gaining support from the higher management, external support, gathering the required resources, regulate change and follow the change by making it a core part of the business processes. It is obvious that change would be opposed at first by the employees as they are not accustomed to the new operations. But the resistance should be reduced by sharing the design on the change. With the creation of a sense of urgency amongst the employees about the need to implement the change helps to successfully manage resistance to change.
This journal also points out that leadership proficiencies play a crucial role in managing resistance to change. As per the results of the surveys conducted in the research paper, the Italian Public sector organisations focus more on designing the change plan and give less importance to internal support. But according to the Fernandez and Rainey model, all the 8 factors should be given equal importance in order to successfully carry out the procedure. Lack of urgency, improper and ineffective management strategies, lack of communication, lack of vision, absence of awareness about the necessity of the change amongst the employees, and so on are the aspects that give rise to resistance to change in the public organisations of Italy. The authors of the research paper suggest that the organisations should incorporate effective management tools, appropriate knowledge and awareness, transparent communication, reward system, and so on in order to overcome the barriers that come in the path of the change procedure.
    Reviewed Journal 2
The primary motive of the journal is to study the Kurt Lewin`s Change Model and how leadership and employee participation play an important role in the change procedure of an organistion. In the recent times, change is necessary for the business organisations in order to gain an upper hand in the crowd of other competitors as well as to expand the business territory on a global scale. Academic models relating to change like the Kurt Lewin Change Model helps the organisations to design effective strategies that can be implemented for the change procedure to successfully take place. In accordance to the journal, the model of change primarily consists of 3 stages which include unfreezing, movement and refreezing. In the first stage, the previous methods, processes, thought processes, etc. are examined and the employees are made aware about the need to change.
Clear and transparent communication helps in order to create a sense of urgency amongst the workers and encourage them to take part in the procedure. The 2nd stage includes the transition period where proper training and education is provided to the employees in order to facilitate the change process (Hussain, Lei, Akram, Haider, Hussain & Ali, 2018). The last and the final stage involves the refreezing of the new thoughts and new methods and ensure that the change is followed and is implemented in the core of the business processes. In the initial stage, there would be resistance to change but in order to overcome that, awareness should be created amongst the work force regarding the competitive market and the old ways that were limiting the profits of the organisation. A proper vision should be created so that the...