{"id":715,"date":"2018-05-02T15:26:54","date_gmt":"2018-05-02T15:26:54","guid":{"rendered":"http:\/\/pressbooks.library.ryerson.ca\/dabp\/?post_type=chapter&p=715"},"modified":"2019-11-15T19:05:50","modified_gmt":"2019-11-15T19:05:50","slug":"managing-the-impact-of-change","status":"publish","type":"chapter","link":"https:\/\/pressbooks.library.torontomu.ca\/dabp\/chapter\/managing-the-impact-of-change\/","title":{"raw":"Managing the Impact of Change","rendered":"Managing the Impact of Change"},"content":{"raw":"
\r\n\r\n\"\"You understand that there will be a significant change in the way the company does business, implementing\u00a0what you see as a change in the culture of the company. Your employees already understand aspects of accessible customer service with the company\u2019s retail locations, such as ramps connecting floor levels within stores, elevators where stairs are used to move between levels, and checkout counters that accommodate wheelchair users, among other adjustments to \u201cphysical spaces.\u201d But, there is little knowledge within the company around issues of \u201cdigital accessibility.\u201d\r\n\r\nAccommodation for accessibility of physical spaces is less likely to require change in the company\u2019s processes, but digital accessibility quite likely will. It will also involve changes in employee behaviour.\r\n\r\nTo counter any resistance to the changes that will be needed, you decide to educate yourself on change management. You gather all the information you need for forming arguments that you can use to convince your colleagues,\u00a0leveraging the business arguments for implementing digital accessibility: these changes are something the company \u201cwants to do\u201d rather than \u201chas to do,\"\u00a0 and these changes are good for the company.\r\n\r\n<\/div>\r\nSo far you have experienced the \u201cbusiness case\u201d for digital accessibility, and you have also been exposed to the legislative reasons behind it. Research suggests<\/a> that companies who embrace a culture of accessibility are more successful\/profitable. However, acceptance of this culture isn\u2019t necessarily easy. One key issue you might experience in fostering a culture of accessibility is \u201dresistance to change\u201d from some of your employees\/colleagues. They may wonder why dedicating resources (people, time, money) to implementing digital accessibility is important and how it will affect\u00a0them.\r\n
Readings & References:<\/strong> Why Diversity Matters<\/a><\/div>\r\nPeople resist change for a number of reasons, most notably, due to fear of the unknown. Not knowing how the change will affect them directly (and to a smaller extent how it affects the company) will cause a number of employees to not readily or willingly accept (at least initially) the proposed changes. Linked with this is the fear of breaking routines, both in how people do their jobs and how it affects their life in general (hours, travel, and technology, etc.).\r\n\r\nResistance to change can occur when workers and management do not agree with the reasons for the change and the advantages and disadvantages of the change process.\r\n\r\nSome reasons for resisting change include:\r\n