Final answer:
The assertion that most supervisors welcome changes from reengineering while rank-and-file employees fear them is an overgeneralization. The response to change is complex and can vary based on many factors, including the type of change and the organizational culture.
Step-by-step explanation:
The original statement posits that while rank-and-file employees typically fear the changes that may come with reengineering efforts, most supervisors are welcoming of change. This assertion is not universally true. The response to change can be complex and is influenced by various factors including job security, the nature of the changes proposed, and the culture of the organization.
For example, restructuring in the context of high-stakes mergers often implies layoffs or closing factories for cost-saving measures, which can incite fear among supervisors concerned about the stability of their roles and the teams they manage. Moreover, the trend towards flat organizational structures encourages involvement from all levels of an organization in change processes, emphasizing the value of an equal partnership in manager/employee relationships.
In the context of technology, the reaction to new systems or tools can vary. Union workers might be more receptive to new technology, believing their job security is negotiated, whereas non-union workers may fear job replacement. That said, it is difficult to generalize that supervisors universally welcome change without recognizing the nuances of individual and organizational dynamics at play.