Studies About The Influence Of The Attitude Towards Change Work In A Modern Organizations (original) (raw)
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Factors Influencing Employee Attitudes Toward Organizational Change: Literature Review
Proceedings of the 5th ASEAN Conference on Psychology, Counselling, and Humanities (ACPCH 2019), 2020
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.
The Organizational Response to Employee Acceptability to Change
The International Annals of Medicine, 2017
This thesis investigates the effect of Orgаnizаtionаl Response to the еmployееs acceptability of change on the еmployееs motivation, and the major focus was based on the hypothesis that Organizational rewards to employee acceptability of change are the influencing factor for the employee motivation. In this research, the Sample size was 300 respondents, including ten organizations and 30 employees from each organization and the technique used for sampling is convenience based sampling. The questionnaire was used for data collection in which respondent were asked the organizational response to employee acceptability of change and does is response affects their level of motivation. Data was collected through personal survey technique. Statistical tool used was to finding revealed that organizational response to employee acceptability of change has an influence on the employee's motivation.
The Conditioning of Change Management the Perspective of Managerial Staff
2018
Modern enterprises function in the quick-change environment. The external changes impose the necessity of flexible activity with keeping the priorities coming from strategic goals of the organisation. The sheer strategy also undergoes perpetual changes. These changes are both adaptable and developmental. In this context management of change grows to the rank of key competence. It is the competence of entire organisations which have to know how to activate their resources and support high level of organisational energy. So that implemented changes are the source of competitiveness and values. It is also the competence that is assigned to managers who make decisions about dynamics and process of changes. That is why diagnosing opinion about the conditioning of change management had been considered as cognitively interesting. The inquiry form has been used as a research instrument. Middle and senior management (60 people) that represent corporate sector were involved in the research. I...
Implementation of Changes in an Organization by the Management and Its Impact on Employees’ Attitude
In the post-modern world of today, the economy of the world is developing at an astounding pace and the world has become a global village. Organizations are trying to capture the markets by attracting more customers through diverse and novel activities to compete with their counterparts. The rationale of the study is based on the role of management in the implementation of change initiatives and their impact on employee's attitude. The Sainsbury Store located in London Conley has been considered as a case study. The data were gathered on the basis of observations and also through a detailed questionnaire based on close-ended and open-ended questions, which were distributed among the managers and the employees. The study was carried out by randomly picking 5-10 managers and 25-30 employees as a sample size. Collected data were analyzed and the deduced findings demonstrate that there were just few employees had bad experiences, not about the change but about the management of the store. At the end, to overcome this and various other issues and to improve the change process, certain recommendations were presented to the management of the store.
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.
The Resistance to Change as a Specific Risk for the Organization Transformation
Journal of US-China Public Administration, 2015
The theoretical approaches and also the practice in organizational change show us that there is no such thing as a pre-defined solution, that we cannot say about an organization perspective if it is good or bad, but we can say about it that it is appropriate, in accordance with the organization objectives, that it answers to the national specific and also to the economic and social context. The pre-established solutions do not have an absolute value, they represent only recommendations for establishing the actions regarding the organization management, the applying of the performance management instruments, the developing of the transformation abilities, the change implementation. In this situation, a question arises: Why does a useful and necessary transformation needed to accomplish the organization objectives face a resistance? Besides the personal interests and attitudes, the resistance explanations should be sought in the lack of correlation between the institutional objectives and individual ones, an area which is not enough regulated by the organizational culture, but more often at a high level of inadequacy between the structure and the categories of objectives mentioned above. We appreciate as being essential the learning capacity proved by the organization; the innovative side must face the human nature which preserves its comfort created by the routine, developing the tendency of denial for every change.
An Analysis of Employee Resistance Towards Organisational Changes
Journal of Marketing Management and Consumer Behavior, 2022
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..
The impact of organisational culture on attitudes towards change
906 employees from 38 Estonian companies were studied in order to explore how task orientation and relationship orientation of organisational culture influence employees' attitudes towards the organisational change process in the context of various socio-demographic characteristics. According to this survey, peoples' attitudes towards change are more influenced by task orientation of organisational culture than by relationship orientation.