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EmotionalfactorsofChange1.pptxEmotional factors of Change
Pegasus Senior Management Team
Reactions of employees to Organizational change
Organizations need to make large scale changes in order to remain competetive.
It is important to anticipate employees reaction to the changes.
Some of the reactions to change in the organization include:
Resisting change
Fear for job security.
Doubting the vision of the leaders.
Stressed about the inconvenience
Excited about the challenge
Resisting change
When an organization is undergoing change, it is usual for employees to resist shiting the way they operated to the new ways.
Change in an organization means that employees will have to work with new managers or staff or in a different part of the organization (Tai, & Kareem, 2018).
Initial resistance to organizational change is as a result of lack of understanding of the benefit of the change by the employees.
Fear for job security
A change in an organization may sometimes mean that the organization is downsized or rightsized (Tai, & Kareem, 2018).
An organization that is going through a merger may also have redundant positions.
This creates fear among the employees who are scared of loosing their jobs.
Doubting the vision of the leaders
Introducing the initial plans to change in an organization to employees may cause doubt to the employees at first (Matthysen, & Harris, 2018).
Some may believe in the planwhile others may be against it.
The employees that are against the change may loose faith in the leadership of the organization during change (Matthysen, & Harris, 2018).
Stressed about the inconvenience
Changes in an organization mean that employees have to learn the processes and systems involved in the new work.
The employees also need to train on how to navigate new areas.
This may cause them to experience frustration.
Excited about the challenge
While many employees may face a period of resistance during organizational changes process, some employees willingly accepts changes made in the organization.
Some employees may be energetic to tackle the new challenges that are presented with the changes being made.
Such employees are important to be considered as change ambassadors in the organization to help reassure the employees who are skeptical.
Recommendations.
It is important for the organization to minimize negative reactions from employees in order for the change to be successful.
The main component that should be considered is proper communication with the employees (Biçer, 2020).
Informing the employees about the expected change should be consistent to help reassure those who may have a moment of doubt.
The benefits of the change to employees should also be communicated to them (Biçer, 2020).
Financial impact of emotional reactions to change
Negative emotional reaction on change may affect the productivity of the company.
Employees and management may experience an increased level of stress and anxiety which may reduce their work rate.
Negative reactions to change can also lead to low morale of the workers, increase in absenteeism and breakdowns in work relationships (Biçer, 2020).
This may affect the production rate of the company leading to losses.
Reference
Biçer, M. (2020). STRATEGIC ORGANIZATIONAL CHANGE MANAGEMENT. Academic Studies in Administrative, 151.
Matthysen, M., & Harris, C. (2018). The relationship between readiness to change and work engagement: A case study in an accounting firm undergoing change. SA Journal of Human Resource Management, 16(1), 1-11.
Tai, M. K., & Kareem, O. A. (2018). The relationship between emotional intelligence of school principals in managing change and teacher attitudes towards change. International journal of leadership in Education.
