1. identify the sources of resistance to change in this case.

>>> Emily’s supervisor is the source of resistance to change in this case. He did
not want Emily to get cross trained and neither is willing to let any other person
learn about the work that Emily do with her machine. workers were like Emily. (Jim
was adamant about keeping Emily on this machine and not cross-training her).

2. Discuss whether this resistance is justified or could be overcome.

>> These resistance can be overcome and not at all are justified. as Emily said in
the end that with a couple of rather minor design changes in the machine and
better maintenance, virtually anyone could run it.

She even tried convincing her supervisor also but with no luck.

3. Recommend ways to minimize resistance to change in this incident.

>> A change agent can be brought into the picture so that he can give more insight
Jim (emily’s supervisor). He can educate Jim and with a effective communication
can help him walk through the change process and let other people also get cross
trained on Emily’s machine. A change agent can also take suggestions from Emily
and convey the same to her manager and other people from the management too
so that her work can be made more simplified.

It will help Emily and also would enable her to cross train more workers on her job.
Once these are implemented it can result in less wastage/ cost and more
production.

Managers should also be educated on being open about their supervisee’s feedback
or observation related to the process. In Emily’s case,. When she initially proposed
some challenges that she faced, her manager told her not to interfere with their
work and should concentrate on her own work only. (She had tried to explain this to
her supervisor a couple of years ago but he just told her to “do her work and leave
operations to the manufacturing engineers.” )