Global Mindset Is A Major Factor That Can Help People Fit...

With the development of the globalization, the economic, political and cultural exchanges will be more frequent between different countries. In another word, the globalization gives more benefit to everyone. Global mindset is a major factor that can help people fit in cross-cultural environment. In the BUAD878, the course introduces the meaning of global mindset, how to improve the capabilities during globalization, and how the global mindset develops leadership in the future. In the book, I got some basic information and suggestions about the global mindset. Also, I read many articles that help me understand the global mindset and the leadership from many different aspects. Moreover, there are three topics that interest me at the beginning of the course. First, the global mindset influences the personal awareness of cross-cultural, the connection with different people. Secondly, the global mindset provides the new area, which will improve the leadership. The global mindset also str engthens my behavior toward my leadership. Last, it is necessary to focus on the global mindset for a leader. The capabilities of the global mindset will be my major direction in my future leadership. My personal growth paper will focus on these topics. And I truly learn sufficient knowledge, which helps me understand clearly on those concerns. First, I will talk about my personal awareness of cross-cultural that affect by global mindset, and the connection with different people. The globalShow MoreRelatedMarketing Analysis : Global Staffing Group2820 Words   |  12 PagesIntroduction Global Staffing group has been the pioneer leader in recruiting and staffing for different companies in the aviation industry. We carefully examine the culture of different firms and examine candidate’s qualifications to see if there is a good fit. We specialized in staffing these firms with the right people, and develop a series of skills and knowledge to ensure that a candidate delivers a perfect fit with an employer. Part of our strategy is to offerRead MoreBenefits Of A Formal Pay Strategy For The Administration Of Compensation Plans1571 Words   |  7 PagesLOYOLA UNIVERSITY CHICAGO QUINLAN SCHOOL OF BUSINESS GLOBAL HR – HRER 422 WINTER TERM 2015-2016 ASSIGNMENT: Final Exam PROFESSOR: SCOTT, DOW (PHD) Name: PLACIDO, ELIANA Email: (EPLACIDO@LUC.EDU) CellP: 773 – 971 – 4997 â€Æ' 1. There are a number of pay philosophies and methods used to pay expatriates including what has called host country, global and home country approaches. What are the advantages and disadvantages of these approaches? Why is the home country approach most often usedRead MoreWorld s Most Fastest Growing Economy With Top Exporting Companies And Huge Amount Of Foreign Investments1673 Words   |  7 Pages ASSIGNMENT 3 LEARNING JOURNAL CULTURE AND ETHICS IN BUSINESS SANTHEESH STUDENT ID 17951865 Introduction China is world s most fastest growing economy with top exporting companies and huge amount of foreign investments. Global financial crisis happened during 2009 due to collapse of international market hit china hard initially but its economy was the first one to rebound and return to growth. Now in 2014 country s Purchasing Managers Index survey suggests that manufacturingRead MoreHow Cultural Differences Affect International Human Resource Opertions2626 Words   |  11 Pageswas set to explore the importance of cultural differences and how they influence how people are valued within organisations operating on a global scale. While there is sufficient text on International Human Resources Management (IHRM), the matter of how organisations and HR are influenced by these cultural differences has not yet been sufficiently discussed. Therefore, the aim of this essay is to discuss how cultural differences have an impact on HRM on a global scale and how the processes of recruitmentRead Mor eConvergence, Divergence or Middle of the Path: Hrm Model6579 Words   |  27 PagesIt is difficult to prescribe a HRM model without analyzing the regional and socio-contextual factors inherent in Oman and neither convergence nor pure divergence provides a solution to this end. INTRODUCTION We are living in a highly dynamic and chaotic world of business today where organizations have to be an effective customer responsive organization. They have to gear up for becoming an effective global competitor. In GCC countries and especially in Oman, firms have no choices left as well. TheyRead MoreImpact of Cultural Differences on Corporate Strategies of Multinational Firms3826 Words   |  16 Pages culture can be a powerful, hidden asset or it can be a liability - a time bomb waiting to go off. If your leadership team has not pro-actively created a corporate culture to support the companys purpose, then chances are that the culture is a hidden liability. Every business has its own character which is unique and called corporate identity. It has one major part, corporate culture, often described as the â€Å"personality of an organization†. In that case multinational firms play a major role in thisRead MoreDirected Study6575 Words   |  27 Pagesuniversalism on other cultures because then we are passing judgment on what is right or wrong for others instead of what is right or wrong for our own selves. With so many varied cultural attitudes and beliefs 4.  What do you think should be the role of MNCs toward human rights issues in other countries?  What are the major human rights concerns at this time?  What ideas do you have for dealing with these problems?  What is the role of corporate codes of conduct in dealing with these concerns? MNCs (MultinationalRead MoreMicrosoft And A Single Software Program1592 Words   |  7 Pagesimportant things we would say is so have a great work environment for your employees. A company could have the best product, but if the company doesn’t treat their employees well the company is going to suffer. You want employees that are going to want to come to work and be over achievers at everything they do. I feel with Microsoft’s vision, mission, and their culture that they excel in taking care of their employees and creating a great work environment for their employees to excel in. Microsoft s officialRead MoreChapter 07 Essay7194 Words   |  29 Pagesï » ¿CHAPTER 7 Global ALLIANCES AND STRATEGY IMPLEMENTATION LECTURE OUTLINE General Outline Opening Profile: From BP to Exxon: Beware the Alliance with the Bear! Strategic Alliances Joint Ventures Equity Strategic Alliances Global Strategic Alliances Global and Cross-Border Alliances: Motivations and Benefits Challenges in Implementing Global Alliances Implementing Alliances Between SMEs and MNCs Under the Lens: Dancing with Gorillas: How SMEs Can Internationalize Through Relationships with Foreign MultinationalsRead MoreSociety and Stakeholders the Impact of How Unilever Manage Their Interaction F5933 Words   |  24 PagesMoline, Il 61265 USA Tel (309) 762-9481 Fax (309) 762-6989 Abstract. This paper focuses on leadership competencies in multinational companies. It displays culture-contingent nature of effective leadership and reviews the lessons learned from Global Leadership and Organizational Behavior Effectiveness (GLOBE) research that are applicable to the multinational companies. The authors analyze Unilever’s experience in building leadership competencies and the results of interviews with company managers

An Exploration Of The Behavioral Management Aide Career Essay

Abstract This paper is a brief exploration of the Behavioral Management Aide career in the Social and Human Service Assistant field. It is a sometimes difficult yet rewarding job in which the professional works with clients to assess them and help them solve any issues they are having which hinders them from living a fulfilling, happy life. It is a career that is expected to grow over the next few years and it only requires a high school education, but a college degree and previous experience is preferred. It is a career that has a fast turn-around of professionals because the stress levels can be so high in specific portions of the field or due to a lower pay rate than some other areas of Human Services. If the professional is absolutely dedicated and can stick it out, it is a rewarding field which is beneficial to many people in the community. An Exploration of the Career of a Behavioral Management Aide The field of Human Services is wide and varied umbrella of smaller sections. According to NOHS (n.d.), human service workers can be found in any setting from schools, to government agencies, and even in hospitals and mental health institutions. Combing through each option in search of the perfect career can be a daunting task. Where will a I fit in best? The answer can only be provided through thorough research and with the help of good programs such as the programs found at Lindsey Wilson College. This paper will focus on Social and Human Service Assistants, moreShow MoreRelatedFundamentals of Hrm263904 Words   |  1056 Pagescom/college/quickstart Technical Support 24/7 FAQs, online chat, and phone support www.wileyplus.com/support Your WileyPLUS Account Manager Training and implementation support www.wileyplus.com/accountmanager MAKE IT YOURS! Fundamentals of Human Resource Management Tenth Edition David A. DeCenzo Coastal Carolina University Conway, SC Stephen P. Robbins San Diego State University San Diego, CA Tenth Edition Contributor Susan L. Verhulst Des Moines Area Community College Ankeny, IA John WileyRead MoreHuman Resources Management150900 Words   |  604 PagesChanging Nature of Human Resource Management After you have read this chapter, you should be able to: ââ€"  Identify four major HR challenges currently facing organizations and managers. List and define each of the seven major categories of HR activities. Identify the three different roles of HR management. Discuss the three dimensions associated with HR management as a strategic business contributor. Explain why HR professionals and operating managers must view HR management as an interface. Discuss whyRead MoreStephen P. Robbins Timothy A. Judge (2011) Organizational Behaviour 15th Edition New Jersey: Prentice Hall393164 Words   |  1573 PagesCover Designer: Wanda Espana OB Poll Graphics: Electra Graphics Cover Art: honey comb and a bee working / Shutterstock / LilKar Sr. Media Project Manager, Editorial: Denise Vaughn Media Project Manager, Production: Lisa Rinaldi Full-Service Project Management: Christian Holdener, S4Carlisle Publishing Services Composition: S4Carlisle Publishing Services Printer/Binder: Courier/Kendallville Cover Printer: Courier/Kendalville Text Font: 10.5/12 ITC New Baskerville Std Credits and acknowledgments borrowedRead MoreLibrary Management204752 Words   |  820 PagesCenter Management Recent Titles in Library and Information Science Text Series Library and Information Center Management, Sixth Edition Robert D. Stueart and Barbara B. Moran United States Government Information: Policies and Sources Peter Hernon, Harold C. Relyea, Robert E. Dugan, and Joan F. Cheverie Library Information Systems: From Library Automation to Distributed Information Access Solutions Thomas R. Kochtanek and Joseph R. Matthews The Complete Guide to Acquisitions Management FrancesRead MoreProject Managment Case Studies214937 Words   |  860 PagesPROJECT MANAGEMENT CASE STUDIES, SECOND EDITION - PROJECT MANAGEMENT CASE STUDIES, SECOND EDITION HAROLD KERZNER, Ph.D. Division of Business Administration Baldwin-Wallace College Berea, Ohio John Wiley Sons, Inc. This book is printed on acid-free paper. @ Copyright O 2006 by John Wiley Sons, Inc. All rights reserved. Published by John Wiley Sons, Inc., Hoboken, New Jersey Published simultaneously in Canada No part of this publication may be reproduced, stored inRead MoreMarketing Mistakes and Successes175322 Words   |  702 Pages Maytag, Nike, Dell Preface †¢ v TARGETED COURSES As a supplemental text, this book can be used in a variety of undergraduate and graduate courses. These range from introduction to marketing/marketing principles to courses in marketing management and strategic marketing. It can also be used as a text in international marketing courses. Retailing, entrepreneurship, and ethics courses could use a number of these cases and their learning insights. It can certainly be used in training programs

Cleanliness Champions Free Essays

Hand Decontamination With the outbreak of antibiotic resilient infections, infection control is becoming a major concern for health groups all over the world (WHO, 2011). The risk of infection can be reduced by using three types of hand washing known as social, hygienic and surgical methods (HAI, 2011). Social hand washing is a useful method for removing dirt and transient micro-organisms. We will write a custom essay sample on Cleanliness Champions or any similar topic only for you Order Now Using soap or an alcohol-based gel if hands are not soiled, vigorously clean your hands using the eight stages of hand-washing. This can stop transmission of the transient micro-organisms when in direct contact with patients (NHS, 2009). Alcohol-based hand rubs or gels should not be used alone when infection is present as this alone will not kill the spores for infection such as clostridium difficile. After washing hands must be dried properly as failure to do this can increase the transfer of bacteria (Nottingham University Hospitals, 2011). Hygienic hygiene not only removes transient microorganisms but also reduces resident microorganisms. This is used when preparing to work in a sterile environment, during an outbreak situation or following contact with bodily fluids. Use an antiseptic hand cleanser when washing and vigorously follow the eight steps of hand-washing. After drying properly then apply an alcohol-based hand rub and repeat the eight stages (NHS, 2011). Surgical scrubbing is a longer and more thorough antiseptic wash of both the hands and forearms. Before a surgical procedure this method is designed to remove as many of the micro-organisms as possible. It involves systematic washing and scrubbing of the hands and forearms using the most effective antibacterial cleansing agent available. Sterile gown and glove procedures are performed following the surgical scrub (NHS, 2010). Effective hand washing can break the chain of infection which is known as: the infectious agent, reservoir, portal of exit, mode of transmission, portal of entry and host. If the chain remains intact then infection will develop, therefore, nurses must wash their hands before, during and after ontact with a patient and their environment. This will consequently stop the infection progressing while ensuring micro-organisms do not build up in the environment. Direct and indirect contact transmission involves contact with a contaminated object which may be unwashed hands or gloves that are not changed between patients (HAI, 2011). One of the main principles of good hygiene is the use of personal protective equipment as this forms a skin barrier. It is important to e nsure the equipment is intact and decontaminated. The decision to use or wear personal protective equipment must be based on risk assessment associated with the patient care activity or intervention. Personal protective equipment includes: gloves, masks, eyewear, caps, gowns, aprons and other items (HAI, 2011). The Healthcare Associated Infection (HAI) advises that gloves be worn whenever there is a reasonable likelihood that hands will be in contact with blood or other potentially infectious material, mucous, non-intact skin or when handling contaminated items or surfaces. The safe use and disposal of sharps is essential in protecting each and every individual from contamination and injury. The sharps bin can be used to dispose of medical supplies such as needles and syringes. After the use of needles they must be immediately disposed of in the sharps bin (NHS, 2011). All healthcare workers must be aware of their responsibility in avoiding needle stick injuries (NHS, 2007). How to cite Cleanliness Champions, Papers

Overcoming Resistance To Change And Enhance - MyAssignmenthelp.com

Question: Discuss about the Overcoming Resistance To Change And Enhance. Answer: In the current scenario, one of the major baffling problems that the business executives are facing currently is the employees resistance to change. Resistance to change is unavoidable and the management should be well prepared to respond the changes. People want stability and predictability in both their professional and personal lives (Hon, Bloom Crant, 2014). Advance management strategies can sometimes leads the associated change to grow into a more intense problem. It is a natural tendency for humans to resists change in their organization even though the change can lead to higher productivity and efficiency. Change is mostly resistant in the organization due to the fear of unknown. Change is regarded as the cause of something different implying vagueness, which causes apprehension and discomfort. Lack of clarity and confusion often result in creating concern and worry. As an employee of the organization, security of job is the main concern of the organization. When the employees control or security is challenged, the existing risks lead to loss. Change usually appears to be more of threat and less inviting to the employees (Georgalis et al., 2015). Resistance of change occurs mostly due to the fear of failure of the employees. The new changed approach may demand knowledge and skills that could generally appear to be more than the employees reach. Employees want to be successful simply in doing their specified activities and can appear less comfortable while embracing innovative new skills. Major factors of managers resistance to changes are problem in understanding and getting along with the advanced change in the organization. Moreover, their behavior towards the new technological changes in the organization that affect the managing process, equipment and impact products. Employee resistance to change: Change is a continuous challenge for the management in the recent times. The managers behaviors towards the organization result in frustration, bitterness and pessimism as change is considered as torturous (Klonek et al., 2014). This leads the manger to resist change consistently and opt to embrace status quo and constancy. Lack of trust is another reason for the employees being resistant to change as in the past; if an employee is suspicious of managers action then the employee is less interested in embracing the new vision. The organizational stakeholders on getting any rewards also resist change. The employee does not see a benefit or very little benefit for themselves than they resist changes and does not see any point for making the changes. Employees in the organization at first see benefits for themselves for making the new change and taking risks (Burnes, 2015). Many of the organizational workers are afraid on leaving their comfort zone and pursue a new direction for them so they resist change as it poses more risks to them. The change efforts also often fail due to absence of clear plan and poor information provided to the employees. Organizational changes are often regarded as the alteration in hierarchy, technology or structure of the organization. The changes made have a tremendous impact on the individuals within the organization. Though many organization fails to accomplish the change initiatives due to underestimating the impact of changes on the employees (Crdaba et al., 2014). Role of Managers: Manager considers this change management as significant part of the business that should be controlled to avoid resistance of change. It is the duty of the mangers for engaging and motivating their employees for the desired changes. Managers need to provide exact information to their employees about the change and reassure them about developing the skills required for the new changed task. The mangers should provide facilities to its workers like complete and adequate training (Lines et al., 2015). This provides the workers sufficient reassurance that they would not be punished in future if their performance level initially drops while learning the changed or new task. The manager can also lessen their employees resistance to change by encouraging them to get involved in the organizational changed process. In an organization people belonging in the managerial position generally faces various challenges. Among them the most difficult challenge is the effective and smooth management of the change. Traditionally, the manager were more control dominated rather than participative; order and authority were valued the most (Gregori? et al., 2017). Some employees resist change in the organization as their political strategy so that the manager making the decision is proved to be wrong. This becomes really frustrating for the manager to make the desired change. The resistance may lead various forms like, continuous reduction in outputs, growth in the rate of employees turnover, chronic quarrels, requests for transfer, sullen hostility, slowdown and strikes (Laumer et al., 2016). Power and resistance to change: The role of power is significant in making any organizational change. The instrument diversity and change trend is continuously beginning to increase. The change occurring in an organization is an inevitable phenomenon (Canado et al., 2017). It is managed and designed for improving the existing condition about the organization. In the era of globalization it is vital for an organization to change and adapt itself as per the environmental demands. It is further crucial for the mankind, organization and society to change them for surviving in the current business environment. Resistance to change leads to the decrease in the productivity rate and efficiency. This further increases job turnover and increase in organizational and group conflicts. This leads to the decrease in employees satisfaction for the job as well as the organization. Power is generally related to the employees ability for getting the desirable results (Turgut et al., 2016). The method for dominating the avoidance to changes includes participation, communications and offering facilities to the employees. It is important for the mangers to be more flexible in implementing the changes so that the employees are more adoptable to the desired changes in the work. Using coercion authority by the managers creates a negative impact on the employees and decreases their participation level. Prejudice or injustice in the organization is vital factors for employee resistance to change. If the existing manager of the organization has positive and favorable personality traits it results in increasing the confidence level of the employees. This further intensifies the participation level of the employees in the organization. The manager should utilize their power efficiently to improve the employees participation by accepting the desired change. Manager should increase employees confidence by promoting their positions and rewarding them. This affect the productivity of the organization due to employees increased salaries. The techniques of using manager reward authority could influence the particip ation level of the employees (Radzi Othman, 2016). Related ethical issues: The change managing process is affected by the political, ethical and cultural consideration within the organization. When the manager uses power for making decision to satisfy their personal interest, it is considered as unethical. Therefore to ensure that there would be no personal gain, the stakeholders involves in the organizational change is to be monitored. The key ethical issues related with power includes is to make sure that all the benefactors related with the change should be identified. The change management process should definitely ensure better and fair treatment for all the individuals involved. It should further be made sure that the business environment is also respected through their behaviors, ideas and values. The historical significance related to the change should be researched and properly evaluated before making the desired change. Since the change management process is initiated by the executive management, which can lead to misconstructed statements purpose fully about the scope of change (Canning Found, 2015). If the change in the organization is based on ascertaining result based performance metrics, it can scrutinize and suffocate employee activity. This creates unethical concerns as the employees are often in the dilemma of being terminated and forced conformity. Effectiveness of change management: Change is an established priority for the organization. This can be done through reengineering, right-sizing, culture change, downsizing and customer service initiatives (Podlesnik Fleet, 2014). In the current scenario, technological, global environmental and financial problems, which have practically forced the business organization to transform and adapt the activities. In an organization there will always be circumstances that will lead to resistance in change. Self-interest is one of the main reasons of employees resisting to change. As the employees generally focuses on their own best interest and not the total organization as a whole. Effective communication strategy results in avoiding the resistance for management changes. There are various ethical issues that can be generated due to the changed management process (Andersn Andersn, 2014). Generally, external change agents for making the relevant change in the organization are hired by executive management. They gather data or information and provide data analysis about the organizational issue. Moreover, if the provided proposed solution and data analysis is not in alignment with the agenda of the executive management, then the data can be easily manipulated. Along with leading the organization effectively, it is vital for the organization to create code of ethics. Efficient management of organization could promote initiatives for ethical change by developing adequate organizational changes. The culture of organization is based on the set of values, beliefs and principles on how the employee should act. Managers should promote ethical change processes in the organization to establish ethical culture in the organization. Managers have the ultimate power for the organization and they need to make the necessary changes requires and act accordingly to act ethically. This promotes ethical behavior to be considered as a norm throughput the organization. Ethical considerations include constructive criticism, department openness, and conformity to policies, clear communication and workplace respect (Heidenreich, Kraemer Handrich, 2016). The code of ethics related to the organization is a policy statement. This bind the employees altogether to set of ethical standards and wide values. It is crucial for the managers to control the transitions of employees in an efficient way for successful change initiatives. Change management in an organization can be done successfully through various ways. This includes effective communication, involvement, support, negotiation and co-optation. Individuals present in the organization should be educated about the need for change and informed before implementing the change. This allows the employees to contribute advices and ideas for the lead change through planning and designing. This approach is generally useful when the change maker in the organization does not have the relevant information needed to design the changes. Whereas, the other party has relevant information and considerable power that is required to resist the change (Bengat, Odenyo Rotich, 2015). The manager should support the employees on encouraging and motivating them, when they are frustrated due to difficulties and work constraints. Resistance to change can be considered as a valuable feedback tool that cannot be easily ignored. Changing an organization is highly significant for the company to remain effective in todays time. Failure to change could further influence the ability for an organization to survive. On listening to the views of the individual in the organization, it would be possible for the managers to make more effective changes. An effective change management program is entirely dependent on better communication practices. The change management process should be identified, planned and then only be executed. This approach helps in providing transparency in the organization. As it facilitates in changing the techniques that does not work and provide avenues to mangers vent their frustration. It can be analyzed that resistance is quiet normal for change management. Resistance to change can threaten the organizational success, if not managed efficiently. Mostly resistance occurs due to fear of uncerta inty or unknown. I anticipating and preparing beforehand for the risk through armed leadership will provide in smooth change lifecycle in the organization. Change is necessary for profitability and growth of the organization and is constant in nature. Consistent and efficient change management program would help in minimizing its impact on their staff and organization. Furthermore the change made within the organization should be implemented only if it is ethical in nature. References: Andersn, J., Andersn, A. (2014). Deconstructing resistance to organizational change: a social representation theory approach.International Journal of Organizational Analysis,22(3), 342-355. Bengat, J., Odenyo, M., Rotich, J. (2015). Organizational change and resistance dilemmas resolution approaches and mechanisms.International Journal of Economics, Commerce and Management,3(2), 1-16. Burnes, B. (2015). Understanding resistance to changebuilding on Coch and French.Journal of Change Management,15(2), 92-116. Canado, C. R., Abreu?Rodrigues, J., Al, R. M., Hauck, F., Doughty, A. H. (2017). Responsereinforcer dependency and resistance to change.Journal of the experimental analysis of behavior. Canning, J., Found, P. A. (2015). The effect of resistance in organizational change programmes: A study of a lean transformation.International Journal of Quality and Service Sciences,7(2/3), 274-295. Crdaba, M. A., Briol, P., Horcajo, J., Petty, R. E. (2014). Changing prejudiced attitudes by thinking about persuasive messages: Implications for resistance.Journal of Applied Social Psychology,44(5), 343-353. Georgalis, J., Samaratunge, R., Kimberley, N., Lu, Y. (2015). Change process characteristics and resistance to organisational change: The role of employee perceptions of justice.Australian journal of management,40(1), 89-113. Gregori?, A., Oxelheim, L., Randy, T., Thomsen, S. (2017). Resistance to change in the corporate elite: female directors appointments onto Nordic boards.Journal of Business Ethics,141(2), 267-287. Heidenreich, S., Kraemer, T., Handrich, M. (2016). Satisfied and unwilling: Exploring cognitive and situational resistance to innovations.Journal of Business Research,69(7), 2440-2447. Hon, A. H., Bloom, M., Crant, J. M. (2014). Overcoming resistance to change and enhancing creative performance.Journal of Management,40(3), 919-941. Klonek, F. E., Lehmann-Willenbrock, N., Kauffeld, S. (2014). Dynamics of resistance to change: a sequential analysis of change agents in action.Journal of Change Management,14(3), 334-360. Laumer, S., Maier, C., Eckhardt, A., Weitzel, T. (2016). User personality and resistance to mandatory information systems in organizations: a theoretical model and empirical test of dispositional resistance to change.Journal of Information Technology,31(1), 67-82. Lines, B. C., Sullivan, K. T., Smithwick, J. B., Mischung, J. (2015). Overcoming resistance to change in engineering and construction: Change management factors for owner organizations.International Journal of Project Management,33(5), 1170-1179. Podlesnik, C. A., Fleet, J. D. (2014). Signaling added response?independent reinforcement to assess Pavlovian processes in resistance to change and relapse.Journal of the experimental analysis of behavior,102(2), 179-197. Radzi, N. I. M., Othman, R. (2016). Resistance to change: The moderating effects of leader-member exchange and role breadth self-efficacy.Journal of Advanced Management Science Vol,4(1). Turgut, S., Michel, A., Rothenhfer, L. M., Sonntag, K. (2016). Dispositional resistance to change and emotional exhaustion: moderating effects at the work-unit level.European Journal of Work and Organizational Psychology,25(5), 735-750.