EMPLOYEES PERCEPTION TOWRADS ORGANIZATIONAL CHANGE IN IT INDUSTRY Assistant Professor NAS Degree College Meerut (original) (raw)
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The onslaught of globalization has made it necessary for, the private or public organization to change according to the rapid transformation on International economics. And it becomes a question of survival and extinction for the organization if they don't understand the alarm of qualitative changes. And to bring ongoing qualitative change in organization the main concern is to prepare its employee to accept the change willingly. The term " Change " itself makes the employee to react or defend with a feeling of uncertainty, a fear of unknown and an unsecure feeling about the jobs. As a result they tend to have high anxiety, stress and conflicts which lead employees to defend or resist the change as reflects through their attitude and behaviour towards the work performance and efficiency. The present study focuses on the perception of the 200 employees and workers working in private sector organizations of Gujarat State regarding change management. The Sample includes Business development Managers, Engineers, Technical supervisors, Staff and workers. A Study was conducted and it was found that there is a difference in perception regarding change acceptance, reason, attitude, behaviour, visible goal transparency and employee's involvement in change management procedure.
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Change is the only constant thing both in our personal lives and in every organization. A number of factors are usually considered when deciding when and what level of change should be introduced in any organization, as a result, if these changes are not properly blended into the organizational system, it causes resistance from the people who are expected to effect these changes i.e. the employees, hence, the reasons why employee resist changes being introduced in an organization. While carrying out this study, various literatures were consulted to understand the proper foundation and perspectives of change, resistance to change and how better management can harmonize these changes in their organization if they want the continued success of their organization. The method of data collection in this study are from both primary and secondary sources which will be tabulated in simple percentage table analyses and interpreted. The major findings for this study indicates that employee resist changes because of poor communication of the required change, lack of proper motivation and encouragement to effect such changes and the inhuman nature of the changes being introduced by the management. Conclusively, the conclusion deduced from this study shows that the change management process in Airtel Networks Limited failed, the employees were not properly communicated to as the changes were being introduced, and the management did not put the hazardous nature of the job into conclusion before introducing such changes. It is therefore recommended that employees should be informed about the nature of the changes being introduced in the organization and proper due process should be followed as well as adequate motivation and inventive packages..
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In the industrial era 4.0, change is inevitable. Therefore, companies must be able to adapt in order to survive and continue to exist. Employee attitudes towards organizational change are a psychological tendency of employees based on evaluative assessments of changes, both positive and negative assessments. The purpose of this analysis is to conduct a review of the factors that can influence employee attitudes towards organizational change. This analysis was conducted on 9 research journals published in the last 7 years. The analysis shows that the factors that influence the growth of work attachment consist of intrinsic and extrinsic factors.
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