Theories Of Organizational Change

Great Essays
Sandy Piderit explains the organizational change effects of individuals and the work environment through studies executed in the office during the organizational change and research from other great writers on the topic. Sandy talks about the attitudes toward change, either the employees values throughout the process, effectiveness, and who steps up to take lead through out the organizational change process. She also has discovered some studies that were completed in the office setting during a change in their environment. Sandy has came up with five key implications that will help the changing process either. A big part in the efficiency and success of an organizational change are the employee’s attitudes about it.

Sandy discussed that a
…show more content…
Also she stated, “Responses to a change initiative that are neither consistently negative nor consistently positive, which were previously ignored but are potentially the most prevalent type of initial response, can be analyzed as cross-dimension ambivalence in employees’ responses to change. In the majority of work on resistance to change, researchers have borrowed a view from physics to metaphorically define resistance as a restraining force moving in the direction of maintaining the status quo” (cf. Lewin, 1952). Waston (1982) showed that when employees show resistance it makes the managers believe that they are being disobedient and are going against them because they are upset about the organizational change. As Jermeir et al. put it, “The most prevalent way of analyzing resistance is to see it as a reactive process where agents embedded in power relations actively oppose initiatives by other agents” (Jermeir, 1994). A lot of the time managers tend to view their employees as speed bumps during the organizational change process instead of seeing them as a helpful hand and a way to come together as a team. This is where the employees will start to feel less of a value for their company and will start to fall …show more content…
1. Loyalty- Once this is achieved the employees will feel safer to respond to the proposed change. Because, they can discuss their beliefs about the project, they will be more likely to be open to more change throughout the process and others to come. This will also keep them from cutting off from the group and work more as a team. 2. Consequences- as stated earlier, the intentional dimension, employees are afraid to show attitude about the project because of the consequences that follow. So managers can fix that by paying attention to balancing the positive consequences and the negative consequences. For example, Cohen and Staw researched institutionalized dissent and it showed that, “sometimes, organizations encourage and plan for dissent and ritualized disagreements; although it does not imply that dissent is functional, it is one reasonable explanation for the prevalence of such and organization practice, (Cohen & Staw, 1998). 3. Research- Expand the research beyond the past focus of the change. If superiors do not know how to approach the team about the change or how they will take it, then do the research. Finding the answers to how this will affect the company or how fellow employees will respond, will tremendously make the process easier. 4. Pay attention throughout the process- Sometimes the negative or positive response will set in quickly or it will take a while.

Related Documents

  • Improved Essays

    Rosch Mindfulness

    • 824 Words
    • 4 Pages

    Additionally, being completely present when collaborating or working with a subordinate may empower a superior to better perceive the necessities of the other individual, for example, what sort of backing that individual requires. (Carroll, 2007). This demonstrates how a mindful communication allows leaders to participate in more successful initiative practices towards their subordinates. The mix of more powerful leadership practices and employees feeling valuable and respected can result on positive outcomes for employees. In the first place, employees will feel more fulfilled and less mentally drained.…

    • 824 Words
    • 4 Pages
    Improved Essays
  • Improved Essays

    Organization: Cause of Resistance According to Tanner (2015), senior sponsors of the change often blame its failure on employee and middle manager resistance to change. Resistance reflect uncertainties which cause conflict to the ideal of change regardless of positions within the organization. The direct consequences of change being resist is due to management failure. With the growing rate…

    • 1386 Words
    • 6 Pages
    Improved Essays
  • Improved Essays

    Social Work Environment

    • 990 Words
    • 4 Pages

    Due to excessive job demands the pressure will increase on employees that they do not expect from the organization so due to this psychological contract breach occur and employee will show the negative behavior like CWB. On the other hand job resources decrease the pressure on employees because their expectations regarding job are met by the employer so PCB will not occur and they will show the positive behavior like OCB. OBJECTIVES AND AIMS: The first objective is to check the relationship between job demands and OCB. The second objective is to investigate the relationship between job resources and CWB. The third objective is to investigate the relationship between job demands and OCB with mediating role of psychological contract breach.…

    • 990 Words
    • 4 Pages
    Improved Essays
  • Improved Essays

    Servant leaders rely more on persuasion than power and authority to motivate employees to do things (Swearingen & Liberman, 2004). The power of persuasion allows employees to accomplish tasks because they want to rather than because they have to. When leaders use power to force employees to do things, it often ruins their relationship and causes employee rebellion (Hunter, 2012). A leader who uses power to influence employees is not likely to have the employee’s respect. They will eventually lose the power over employees once respect has been lost.…

    • 820 Words
    • 4 Pages
    Improved Essays
  • Improved Essays

    In addition, proper training will assist in increasing the employees’ confidence as they become comfortable working with the new system. The amount of time dedicated to employee training is also crucial. If employees are not given enough time to learn the new systems or process, they will become disgruntled, lose their motivation, and might even decide to leave the organization. Managers must be willing to listen to their concerns and take the time to speak with any employees that seem to be struggling with the changes. This extra attention can increase employee motivation, trust, and confidence, as well as reduce resistance to…

    • 1072 Words
    • 5 Pages
    Improved Essays
  • Improved Essays

    This is shown when George says Brenda is irritating him by pushing him to get work done while he would rather work at his own pace. The cause of this problem is Brenda not understanding George’s motivators. The current bonus system is based on overall company results and Regional office employees have complained that the bonuses do not reflect the effort they put into their work. This has caused them to feel like they are at a and have an unstable work environment by trying to persuade Vice Presidents to side with them. A theory the organization can implement is the High-Performance Work Practice (HPWP) Perspective which can help better leverage the company’s human capital since employees feel they do not have a voice big enough to change their work dynamic.…

    • 817 Words
    • 4 Pages
    Improved Essays
  • Great Essays

    Roberts & Pregitzer (2007) note that rating bias, hypocrisy, poor informal feedback, poor communication during formal feedback sessions, and rater errors are factors that create animosity towards feedback systems. However, this can be solved through a balanced system that uses maximum effort from the managers. There are multiple aspects to an employee's performance that should not only focus on quantitative results but job knowledge and skills, quality of work, work habits, and attitude (Capko, 2007, sec. 3-7). Along with an ineffective appraisal system, downsizing can leave to detrimental effects on the company.…

    • 1861 Words
    • 8 Pages
    Great Essays
  • Improved Essays

    Narcissist usually are self-motivated however, they seek admiration from others about their superiority (Judge, LePine, & Rich, 2006). The tactic of seeking admiration is self-defeating in the long run, because it undermines personal relationship (Judge, LePine, & Rich, 2006). Meaning that it can damage relationships and could cause a subordinate to veer away from a narcissistic manager. They won’t listen to their manager, thus productivity will decrease. This can cause turnover in corporations and could lead Human…

    • 2384 Words
    • 10 Pages
    Improved Essays
  • Great Essays

    If you find yourself correcting mistakes and continually playing catch-up, it might be your communication skills at fault or bad work procedures. There is an important balance between micromanagement and being totally hands-off. You need to follow-up without being obtrusive. Don 't hurry recruitment and hiring. You don 't want to overload your team, but bringing in the wrong kind of help can just add to the stress.…

    • 1269 Words
    • 5 Pages
    Great Essays
  • Improved Essays

    It should flow through the work flow with managers. The obstacles must be neglected by the managers in order to achieve their goals and encouragement must be shown by leader on subordinates for better outcome. Priority is given to general decision rather than the individual decision in team because it is more important for managers to choose the best outcome for the better future. Employers should be paid for the work or service equally depend up on their work because it makes impact on the work force. If they are not satisfied it leads to failure of the goals and loose the talented persons from the organization.…

    • 714 Words
    • 3 Pages
    Improved Essays