Change is acknowledging the things we are familiar with and also for what we are not aware. Good leadership in an organization is searching for opportunities that will positively impact the values of people who are looking up to them. Leaders need to confront and embrace the change that is overwhelmingly happening worldwide (Al- Ali et al., 2017). When reflecting on Aquatel, the organization lags to manage change and implement it to its operations. The leadership and the management have restrained their self-awareness that cannot see beyond their style and conductivity. I choose to highlight the personal experience from my organization concerning managing the change and employee well-being For a change to be implemented effectively, every employee has to acquire a feeling of it, think about and be part of the change. Managing a change is a key issue that my organization experiences, and it is more important to address it. To implement the change, my organization breaks the operation into small pieces by assigning a task force to certain tasks (Al-Ali et al., 2017). They have to come back with a solution for a preferred period. However, it has to be known that the objective is not to acquire each problem differently but rather to connect and balance the change (Al-Ali et al., 2017). In this case, the management and leadership need to understand that removing one piece dismantles the whole structure or balance. Aquatel mostly assigns a particular group of leaders whose mandate is to manage the change process. Their behavioral operation is to separate themselves and engage in formal discussion towards strategies that are likely to be implemented (Gervasi et al., 2021). In addition to this, they do not communicate with anyone till the due day to report back. However, such implications are not effective since the change affects all of us. They have to engage us in their conversation to prepare for implementation strategies (Gervasi et al., 2021). The management needs to understand that change is an emotional behavior, and our involvement is essential for the transformation. https://images.unsplash.com/photo-1573164574511- 73c773193279?ixid=MnwxMjA3fDB8MHxwaG90by1wYWdlfHx8fG VufDB8fHx8&ixlib=rb-1.2.1&auto=format&fit=crop&w=750&q=80 On the other hand, the staff pictures that scenario from a different perspective. In this case, the absence of a message is also a message to the employees. The task force's conductivity of remaining silent also sends a message that something is going on within the organization, thus lack clarification (Gervasi et al., 2021). On the other hand, such behavior may alarm the eruption of disputes more when rumors spread concerning downsizing or salary deductions. The organization creates room for gossips and misinterpretation of occurrences (Gervasi et al., 2021). In addition to this, rumors worsen when no information is shared. The comp ...

1. Change is acknowledging the things we are familiar with and
also for what we are not aware. Good leadership in an
organization is
searching for opportunities that will positively impact the
values of
people who are looking up to them. Leaders need to confront
and
embrace the change that is overwhelmingly happening
worldwide (Al-
Ali et al., 2017). When reflecting on Aquatel, the organization
lags to
manage change and implement it to its operations. The
leadership and the
management have restrained their self-awareness that cannot see
beyond
their style and conductivity. I choose to highlight the personal
experience
from my organization concerning managing the change and
employee
well-being

2. For a change to be implemented effectively, every employee has
to acquire a feeling of it, think about and be part of the change.
Managing
a change is a key issue that my organization experiences, and it
is more
important to address it. To implement the change, my
organization
breaks the operation into small pieces by assigning a task force
to certain
tasks (Al-Ali et al., 2017). They have to come back with a
solution for a
preferred period. However, it has to be known that the objective
is not to
acquire each problem differently but rather to connect and
balance the
change (Al-Ali et al., 2017). In this case, the management and
leadership
need to understand that removing one piece dismantles the
whole
structure or balance.
Aquatel mostly assigns a particular group of leaders whose

3. mandate is to manage the change process. Their behavioral
operation is
to separate themselves and engage in formal discussion towards
strategies that are likely to be implemented (Gervasi et al.,
2021). In
addition to this, they do not communicate with anyone till the
due day to
report back. However, such implications are not effective since
the
change affects all of us. They have to engage us in their
conversation to
prepare for implementation strategies (Gervasi et al., 2021). The
management needs to understand that change is an emotional
behavior,
and our involvement is essential for the transformation.
https://images.unsplash.com/photo-1573164574511-
73c773193279?ixid=MnwxMjA3fDB8MHxwaG90by1wYWdlfH
x8fG
VufDB8fHx8&ixlib=rb-
1.2.1&auto=format&fit=crop&w=750&q=80
On the other hand, the staff pictures that scenario from a
different perspective. In this case, the absence of a message is

4. also a
message to the employees. The task force's conductivity of
remaining
silent also sends a message that something is going on within
the
organization, thus lack clarification (Gervasi et al., 2021). On
the other
hand, such behavior may alarm the eruption of disputes more
when
rumors spread concerning downsizing or salary deductions. The
organization creates room for gossips and misinterpretation of
occurrences (Gervasi et al., 2021). In addition to this, rumors
worsen
when no information is shared. The company needs to involve a
conversation with us to clarify and prepare ourselves for the
change.
In the current scenario regarding the conduct of the task force
towards managing change, no positive impacts resulted from the
employees. Due to the intervention of the pandemic, the task
force
provided the so-called solutions to save the organization's costs.
The

5. management of Aquatel agreed that we were to relocate to small
branches, and a total deduction of sixty-five percent on our
salaries will
cater to computers and network systems (Wu & Lee, 2017). The
change
brought disputes and none of the employees adhered to the
orders. When
such a process is being discussed, the management needs to
engage the
employees to facilitate smooth implementation. In addition to
this, they
have to explain the guiding principles towards such changes
daily and
how we can integrate them (Wu & Lee, 2017). On the other
hand, the
proposal was good since our health is a crucial matter, but the
salary
aspect needs to be discussed to reach an agreement.
Managers are responsible for any communication process
towards managing change. Rumor fills the vacuum, and
managers need
to clarify, more so, efforts towards embracing the change. In

6. this case,
people always want to constantly hear the same message
frequently to
adapt to the change; no changes come wholesomely to be
effective
(Martinsuo & Hoverfalt, 2018). However, the management
needs to
evaluate the understanding capability of the change towards its
employees. In this case, they need to gather everyone's support
and belief
towards the change and how to interpret the information. To
ensure that
the communication is well received, they have to listen, observe
our
conduct and communicate enough to ensure the message is
achieved
(Martinsuo & Hoverfalt, 2018). Change has steps; the initial
step is to
allow people to familiarize themselves with the change, thus
shaping
their attitudes. The behavior will eventually change and result
in
commitment.

7. On the other hand, when reflecting to change, people do not
terminate their beliefs because of the organization's new
direction. The
organization's effort will make employees believe in change
when
particular behavior or actions are yielding desired results that
will
enforce operations (Martinsuo & Hoverfalt, 2018). In this case,
an
organization can only rent the behavior of the employees;
therefore, they
should focus on winning their attitudes. On the other hand,
management
needs to acknowledge that feeling is an essential aspect of
embracing
change (Martinsuo & Hoverfalt, 2018). It is a fundamental tool
to change
one's behavior and implement change in the organization. In
addition to
this, employees can connect to the organization when their
feelings and
beliefs are valued.
The task force should initiate early conversation within the

8. organization and make sure each department is involved. Such
measures
will impact on the results productivity hence winning the
attitude of the
employees. In this case, the information procedure is crucial for
both the
organization and the staff. On the other hand, spreading the
discussion
ensures that each employee understands the change (Al-Ali et
al., 2017).
It also assures a common understanding of the company’s
situation. In
addition to this, it creates an opportunity for alignment with its
activities
and overall objective.
https://image.shutterstock.com/image-photo/diversity-group-
people-
meet-party-600w-390487207.jpg
Employee well-being is a result of mental and physical health
status. This issue is crucial because it affects the operation of
the

9. business. It also affects the relationship between the clients and
the
organization (Walia, 2018). In addition to this, it facilitates a
calm
environment between one another towards functionality. My
organization
does not take much serious consideration to this aspect,
affecting its
operation without their knowledge. The employees are hardly
given sick
leave, and it affects their driving power to the operations, thus
reduce
performance and productivity (Walia, 2018). On the other hand,
there is a
lack of proper management of workload allocated to the staff.
The management fails to deliver proper task clarity when
assigning work. Employees are not provided with any training
or
orientation towards managing such tasks. The management
needs to deal
with such aspects to avoid confusion in determining what to
prioritize

10. (Zhang, 2020). On the other hand, the organization does not
initiate
certain activities to motivate an employee's well-being. The
monthly
paycheck does not motivate anyone towards perfecting their
duties. In
this case, the management needs to create activities that will
improve
motivation and make employees enjoy their work, thus deliver
good
results (Zhang, 2020).
https://image.shutterstock.com/image-photo/overjoyed-
diverse-businesspeople-have-fun-600w-1702087150.jpg
The Aquatels’ management could have invested in
understanding the habits and unique needs of every staff. Also,
their
working approach when performing a specific task and how they
react to
the task (Walia, 2018). The focus should not be on the result
though it is
crucial for the continuity of business operations. In addition to
this, the

11. management could have congratulated the employees' efforts,
their
dedication, and resilience towards the results. On the other
hand, Aquatel
should prioritize their employees' personal growth and value
(Walia,
2018). Such a narrative will improve their performance and
their efforts.
In this case, employees will feel safer directing all their energy
to deliver
good service in the future.
On the other hand, Aquatel should have opted for prevention
measures rather than curing situations. When reflecting on work
load and
the urge to meet the quality and deadline, most employees
endure stress
and fatigue (Karapinar et al., 2019). Such issues result in a
collapse in the
working place. The organization should look for other
alternatives like
introducing mental health services. When such a program is
implemented, it will be impossible to experience the collapse of

12. employees or absenteeism (Karapinar et al., 2019). The
organization
needs to dwell on mitigating such risks before they worsen
during work
hours.
In conclusion, the organization should take proactive
approaches
and avoid reactive ones when dealing with the stress or fatigue
of the
employees. In this case, the well-being of the employee will
improve
their performance and productivity. In addition to this,
embracing the
employees' efforts and their resilience towards achieving good
results is
one way of improving their well-being. On the other hand,
companies
need to make good processes when implementing a change in
their
operations. In this case, they should introduce the concept to the
employees to discuss and familiarize themselves. After that,
they will
change their attitude and behavior towards the change and start

13. embracing the concept. Finally, they understand and implement
it for
their benefit and the organization.
Al-Ali, A. A., Singh, S. K., Al-Nahyan, M., & Sohal, A. S.
(2017).
Change management through leadership: The mediating role of
organizational culture. International Journal of Organizational
Analysis.
Gervasi, D., Faldetta, G., Pellegrini, M. M., & Maley, J. (2021).
Reciprocity in organizational behavior studies: A systematic
literature review of contents, types, and directions. European
Management Journal.
Karapinar, P. B., Camgoz, S. M., & Ekmekci, O. T. (2019).
Employee
well-being, workaholism, work-family conflict, and
instrumental
spousal support: A moderated mediation model. Journal of
Happiness Studies, 1-21.
Martinsuo, M., & Hoverfält, P. (2018). Change program
management:

14. Toward a capability for managing value-oriented, integrated
multi-project change in its context. International Journal of
Project Management, 36(1), 134-146.
Walia, K. (2018). The relationship between employee well-
being and
spirituality at the workplace. IUP Journal of Organizational
Behavior, 17(3).
Wu, W. L., & Lee, Y. C. (2017). Empowering group leaders
encourage
knowledge sharing: integrating the social exchange theory and
positive organizational behavior perspective. Journal of
Knowledge Management.
Zhang, S. (2020). Workplace spirituality and unethical pro-
organizational
behavior: The mediating effect of job satisfaction. Journal of
Business Ethics, 161(3), 687-705.
Managing the Change at Aquatel
Implementation of the Change at Aquatel
Critical Balance

15. Dealing with the Pandemic
Alternative Ways to Manage Change
Initiation of Conversation
Employee Well-Being
Motivation and Appraisal
Alternative Approach
Reference
Conclusion
Health Status and Workload
Challenges in Management and Organizational
Behavior at Aquatel
Change is acknowledging the things we are familiar with and
also for what we are not aware. Good leadership in an
organization is searching for opportunities that will positively
impact the values of people who are looking up to them.
Leaders need to confront and embrace the change that is
overwhelmingly happening worldwide (Al-Ali et al., 2017).
When reflecting on Aquatel, the organization lags to manage
change and implement it to its operations. The leadership and
the management have restrained their self-awareness that cannot
see beyond their style and conductivity. I choose to highlight
the personal experience from my organization concerning

16. managing the change and employee well-being
For a change to be implemented effectively, every employee has
to acquire a feeling of it, think about and be part of the change.
Managing a change is a key issue that my organization
experiences, and it is more important to address it. To
implement the change, my organization breaks the operation
into small pieces by assigning a task force to certain tasks (Al -
Ali et al., 2017). They have to come back with a solution for a
preferred period. However, it has to be known that the objective
is not to acquire each problem differently but rather to connect
and balance the change (Al-Ali et al., 2017). In this case, the
management and leadership need to understand that removing
one piece dismantles the whole structure or balance.
Aquatel mostly assigns a particular group of leaders whose
mandate is to manage the change process. Their behavioral
operation is to separate themselves and engage in formal
discussion towards strategies that are likely to be implemented
(Gervasi et al., 2021). In addition to this, they do not
communicate with anyone till the due day to report back.
However, such implications are not effective since the change
affects all of us. They have to engage us in their conversation to
prepare for implementation strategies (Gervasi et al., 2021). The
management needs to understand that change is an emotional
behavior, and our involvement is essential for the
transformation.
https://images.unsplash.com/photo-1573164574511-
73c773193279?ixid=MnwxMjA3fDB8MHxwaG90by1wYWdlfH
x8fGVufDB8fHx8&ixlib=rb-
1.2.1&auto=format&fit=crop&w=750&q=80
On the other hand, the staff pictures that scenario from a
different perspective. In this case, the absence of a message is
also a message to the employees. The task force's conductivi ty

17. of remaining silent also sends a message that something is
going on within the organization, thus lack clarification
(Gervasi et al., 2021). On the other hand, such behavior may
alarm the eruption of disputes more when rumors spread
concerning downsizing or salary deductions. The organization
creates room for gossips and misinterpretation of occurrences
(Gervasi et al., 2021). In addition to this, rumors worsen when
no information is shared. The company needs to involve a
conversation with us to clarify and prepare ourselves for the
change.
In the current scenario regarding the conduct of the task force
towards managing change, no positive impacts resulted from the
employees. Due to the intervention of the pandemic, the task
force provided the so-called solutions to save the organization's
costs. The management of Aquatel agreed that we were to
relocate to small branches, and a total deduction of sixty-five
percent on our salaries will cater to computers and network
systems (Wu & Lee, 2017). The change brought disputes and
none of the employees adhered to the orders. When such a
process is being discussed, the management needs to engage the
employees to facilitate smooth implementation. In addition to
this, they have to explain the guiding principles towards such
changes daily and how we can integrate them (Wu & Lee,
2017). On the other hand, the proposal was good since our
health is a crucial matter, but the salary aspect needs to be
discussed to reach an agreement.
Managers are responsible for any communication process
towards managing change. Rumor fills the vacuum, and
managers need to clarify, more so, efforts towards embracing
the change. In this case, people always want to constantly hear
the same message frequently to adapt to the change; no changes
come wholesomely to be effective (Martinsuo & Hoverfalt,
2018). However, the management needs to evaluate the
understanding capability of the change towards its employees.

18. In this case, they need to gather everyone's support and belief
towards the change and how to interpret the information. To
ensure that the communication is well received, they have to
listen, observe our conduct and communicate enough to ensure
the message is achieved (Martinsuo & Hoverfalt, 2018). Change
has steps; the initial step is to allow people to familiarize
themselves with the change, thus shaping their attitudes. The
behavior will eventually change and result in commitment.
On the other hand, when reflecting to change, people do not
terminate their beliefs because of the organization's new
direction. The organization's effort will make employees believe
in change when particular behavior or actions are yielding
desired results that will enforce operations (Martinsuo &
Hoverfalt, 2018). In this case, an organization can only rent the
behavior of the employees; therefore, they should focus on
winning their attitudes. On the other hand, management needs to
acknowledge that feeling is an essential aspect of embracing
change (Martinsuo & Hoverfalt, 2018). It is a fundamental tool
to change one's behavior and implement change in the
organization. In addition to this, employees can connect to the
organization when their feelings and beliefs are valued.
The task force should initiate early conversation within the
organization and make sure each department is involved. Such
measures will impact on the results productivity hence winning
the attitude of the employees. In this case, the information
procedure is crucial for both the organization and the staff. On
the other hand, spreading the discussion ensures that each
employee understands the change (Al-Ali et al., 2017). It also
assures a common understanding of the company’s situation. In
addition to this, it creates an opportunity for alignment with its
activities and overall objective.
https://image.shutterstock.com/image-photo/diversity-group-
people-meet-party-600w-390487207.jpg

19. Employee well-being is a result of mental and physical health
status. This issue is crucial because it affects the operation of
the business. It also affects the relationship between the clients
and the organization (Walia, 2018). In addition to this, it
facilitates a calm environment between one another towards
functionality. My organization does not take much serious
consideration to this aspect, affecting its operation without their
knowledge. The employees are hardly given sick leave, and it
affects their driving power to the operations, thus reduce
performance and productivity (Walia, 2018). On the other hand,
there is a lack of proper management of workload allocated to
the staff.
The management fails to deliver proper task clarity when
assigning work. Employees are not provided with any training
or orientation towards managing such tasks. The management
needs to deal with such aspects to avoid confusion in
determining what to prioritize (Zhang, 2020). On the other
hand, the organization does not initiate certain activities to
motivate an employee's well-being. The monthly paycheck does
not motivate anyone towards perfecting their duties. In this
case, the management needs to create activities that will
improve motivation and make employees enjoy their work, thus
deliver good results (Zhang, 2020).
https://image.shutterstock.com/image-photo/overjoyed-diverse-
businesspeople-have-fun-600w-1702087150.jpg
The Aquatels’ management could have invested in
understanding the habits and unique needs of every staff. Also,
their working approach when performing a specific task and
how they react to the task (Walia, 2018). The focus should not
be on the result though it is crucial for the continuity of
business operations. In addition to this, the management could

20. have congratulated the employees' efforts, their dedication, and
resilience towards the results. On the other hand, Aquatel
should prioritize their employees' personal growth and value
(Walia, 2018). Such a narrative will improve their performance
and their efforts. In this case, employees will feel safer
directing all their energy to deliver good service in the future.
On the other hand, Aquatel should have opted for prevention
measures rather than curing situations. When reflecting on work
load and the urge to meet the quality and deadline, most
employees endure stress and fatigue (Karapinar et al., 2019).
Such issues result in a collapse in the working place. The
organization should look for other alternatives like introducing
mental health services. When such a program is implemented, it
will be impossible to experience the collapse of employees or
absenteeism (Karapinar et al., 2019). The organization needs to
dwell on mitigating such risks before they worsen during work
hours.
In conclusion, the organization should take proactive
approaches and avoid reactive ones when dealing with the stress
or fatigue of the employees. In this case, the well-being of the
employee will improve their performance and productivity. In
addition to this, embracing the employees' efforts and their
resilience towards achieving good results is one way of
improving their well-being. On the other hand, companies need
to make good processes when implementing a change in their
operations. In this case, they should introduce the concept to the
employees to discuss and familiarize themselves. After that,
they will change their attitude and behavior towards the change
and start embracing the concept. Finally, they understand and
implement it for their benefit and the organization.
Al-Ali, A. A., Singh, S. K., Al-Nahyan, M., & Sohal, A. S.
(2017). Change management through leadership: The mediating

21. role of organizational culture. International Journal of
Organizational Analysis.
Gervasi, D., Faldetta, G., Pellegrini, M. M., & Maley, J. (2021).
Reciprocity in organizational behavior studies: A systematic
literature review of contents, types, and directions. European
Management Journal.
Karapinar, P. B., Camgoz, S. M., & Ekmekci, O. T. (2019).
Employee well-being, workaholism, work-family conflict, and
instrumental spousal support: A moderated mediation model.
Journal of Happiness Studies, 1-21.
Martinsuo, M., & Hoverfält, P. (2018). Change program
management: Toward a capability for managing value-oriented,
integrated multi-project change in its context. International
Journal of Project Management, 36(1), 134-146.
Walia, K. (2018). The relationship between employee well -
being and spirituality at the workplace. IUP Journal of
Organizational Behavior, 17(3).
Wu, W. L., & Lee, Y. C. (2017). Empowering group leaders
encourage knowledge sharing: integrating the social exchange
theory and positive organizational behavior perspective. Journal
of Knowledge Management.
Zhang, S. (2020). Workplace spirituality and unethical pro-
organizational behavior: The mediating effect of job
satisfaction. Journal of Business Ethics, 161(3), 687-705.
Challenges in Management and Organizational Behavior
Managing the Change at Aquatel

22. Implementation of the Change
Critical Balance
Dealing with the Pandemic
Dealing with the Pandemic
Alternative Ways to Manage Change
Initiation of Conversation
Employee Well-Being
Health Status and Workload

23. Motivation and Appraisal
Alternative Approach
Conclusion
Reference