Change at work

The Nature of Change

Change- is any alteration occurring in the work environment that affects the ways in which employees must act.

GENERALIZATION OF THE EFFECT OF CHANGE IN ORGANIZATION:

1. EFFECTS ARE WIDESPREAD- the organization tends to be affected by change in any part of it.

2.CHANGE IS A HUMAN AS WELL AS TECHNICAL PROBLEM

3. ORGANIZATION TEND TO ACHIEVE EQUILIBRIUM IN THEIR SOCIAL STRUCTURE- this equilibriums is establish when people develop a relatively stable set of relations with their environment.

4. WHEN EMPLOYEES ARE UNABLE TO MAKE AN ADEQUATE ADJUSTMENT, THE ORGANIZATION IS IN A STATE OF UNBALANCE OR DISEQUILIBRIUM.

MANAGERS ROLE: 1. PROACTIVE- anticipating events, initiating change, and taking control of the organizations destiny.

2. REACTIVE- responding to events, adapting to change and tempering the consequences of change.

SHAREN JILL D.MONTERO BSA 3A

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RESPONSES TO CHANGE- it operates through each employees attitude to produce a response that is conditioned by feelings toward the change.

ROETHLISBERGERS X CHART- a model of how individual attitudes affect responses to change.

HAWTHORNE EFFECT- the mere observation of a group tends to change the group.

SHAREN JILL D.MONTERO BSA 3A

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GROUP RESPONSE TO CHANGE- a response to change wherein an individual are showing their attachment to the group members in some uniform responses to change.

HOMEOSTASIS- people act to establish a steady state of need for fulfilment and to protect themselves from disturbance of that balance.

COST AND BENEFITS- organization goal is always benefits greater than costs. PSYCHIC COST- affects a persons inner self.

RESISTANCE TO CHANGE- consist of any employee behaviours designed to discredit, delay, or prevent the implementation of a work change.

SHAREN JILL D.MONTERO BSA 3A

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NATURE AND EFFECT

CHAIN- REACTION EFFECT- is a situation in which a change, or other condition, that directly affects only one person or a few persons may lead to a direct or indirect reaction from many people, even hundreds or thousands, because of their mutual interest in it.

REASONS FOR RESISTANCE

1.NATURE OF CHANGE- employees may not feel comfortable with the nature of the change itself.

2. METHOD USED- resistance stems from the method by which change is introduced.

3. PERCEPTIONS OF INEQUITY- inequity experience when people perceive themselves being changed while someone else appears to gain the benefits of the change.

FROM RESISTANCE TO CHANGE: 1. DENIAL 2. ANGER 3. DEPRESSION 4. SEARCH FOR ALTERNATIVES 5. ACCEPTANCE

SHAREN JILL D.MONTERO BSA 3A

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