People who discuss digital transformation often focus on new
technology with a presumption that the working population will
embrace it enthusiastically. But human beings are still
instinctively dominated by fear, a single complicating reflex which
will always be the default response. Workplace fear comes in many
forms, including the fear of change, the fear of looking stupid,
and the fear of working relationships, and in all cases these fears
have deep roots that extend far below having to learn a new
technology. It's about the fear of losing a job, a livelihood, and
an identity. The results of such fear can have enormous
repercussions on an organization, including increased vulnerability
to ransomware and cyberattack, increased employee turnover, loss of
competitiveness, loss of market share, resistance, sabotage,
discrimination, and litigation. Steve Prentice is an expert in the
relationship between people, technology, and change. This book will
demonstrate to managers and employees alike the various types of
fear that can occur in the workplace in the context of digital
transformation, how these fears can impact productivity, team
dynamics, and corporate health, and most importantly, how to
overcome them. Using case studies of digital transformation
successes and failures, Steve describes: How fear grows in the body
and mind How fear radiates and spreads through groups and teams How
fear interacts with technology, change, and digital transformation
How ignoring or suppressing fear leads to tangible risks to an
organization's future How to address and manage fear individually
and as a group How the demands of modern employees have changed How
managers can prepare themselves for the new normal Who This Book Is
For Managers who wish to look under the hood and understand how
people respond to the changes in their immediate world, and why
most of those responses are negative. It will also be an uplifting
read for individual employees who seek to understand why they, or
their colleagues or managers, generally respond negatively to
changes, or who struggle with conflict and relationships in the
workplace and how to create an action plan to improve the
situation.
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