Resistance to change in Organisational Development The aim of organisational development process is to bring change in order to enable growth and increase the effectiveness of organisations. The challenge is that clients might resist this change. Resistance to change can be defined as the act of opposing or struggling with modifications or transformations that alter the status quo within the workplace (Heathfield, 2015). Caneda and Green (2007) further define it as the emotional and behavioural response by the affected employees to actual or imagined threats that may be caused by the change to the established work routine. Boohene and Williams (2012) state that the resistance to organisational change can be one of the impediments to organisational
Type Abehaviour was associated with a number of job stressors and outcome variables.In addition, Type A behaviour was found to be an important moderator of the stress-outcome relationships. Implications of the findings for management and for future research are
This is strategy is of vital importance as the HIS department is affected by constant change, monitoring and giving feedback gives them direction of what needs to be review and what is working well. What were the outcomes of job enrichment in the HIS Departments? In some cases, the implementation of job enrichment has brought some risk such as role conflict, concerns about pay rates, licensure and credentials. In the case where the HIS Department was looking to mitigate the boredom and tried to skill level, the outcomes were those of role ambiguity and conflict as well as qualitative overload. What was the impact of job enrichment on motivation and communication in the HIS Departments?
Occupations also have purpose which means while someone is performing an occupation they are trying to achieve goals. Purposefulness is also from the view of the person performing the occupation and will be different for every individual. The goals that are set by the person are affected by the meaning that the person ascribes to the occupation and the developmental structure of the person. These things together effect the context that the occupational performance takes place in. Based on this model for occupational therapy we can assess how we carry out our occupations in the context we are in and the meaning that we place on this context (Nelson, 1988:
3. What are the implications of role ambiguity within a team framework and with regard to: a. Task achievement b. Team cohesion c. Personal achievement Implications of role ambiguity within a team framework and with regard to the following are: A. Task achievement - Will not be fulfilled if team members are unclear as to what is expected of them to do.
The person is able to perform the inherent requirements of a particular job with or without reasonable accommodation measures being put in place, as applicable. An issue which is being increasingly raised is that Depression in its different forms may well fall within the definition of disabilities as identified in the EEA. It, therefore, has the potential to afford an employee substantial protection and designated status. Therefore, individuals that disclose their status can be classified then subsequently have their status reflect as part of the workplace diversity statistics. However, this being the case an employee must benefit from reasonable accommodation measures being put in
The leadership styles explain the different types of leadership that are found in organizations. The leadership styles are different and they have different effects and outcome. Leadership in any organization is important as it helps leaders guide the employees in achieving the goals set. Organizations that do not have good leadership strategies are not productive as they affect employee productivity. Also, the organizations have a wide range of problems like communication and interpersonal relationships (Purpura,
In our society the way we perceive things is at times considered more defining than how we actually are; hence the importance of how we construct our labels and who defines them. Not only do these labels affect how others see us but also they influence how we view ourselves. They can be beneficial in how we construct our self-identity, but damaging when inaccurately applied. There are many ways in which to define people, but a crucial one is the way we define deviance, which more often than not boils down to whether or not someone is a part of a society. With this in mind it is important to recognize that what may be considered deviant to some is acceptable to others; for those in power are the ones defining deviance, at times to their own advantage.
Work values clarifications are those principles that have to do with one occupation or job. It is an important part of an individual that if one don 't take it into consideration when choosing a career or an employment situation, one will have little chance of finding job satisfaction. Work value clarification is essential and can be divided into intrinsic and extrinsic. Intrinsic values have to do with the actual tasks involved in practice a particular occupation or doing a job. Extrinsic ones are concerned with the by-products of an occupation or job.
(d) When an employment practice, including a test, is claimed as a basis for different treatment of employees or applicants for employment on the grounds that it is a “factor other than” age, and such a practice has an adverse impact on individuals within the protected age group, it can only be justified as a business necessity. Tests which are asserted as “reasonable factors other than age” will be scrutinized in accordance with the standards set forth at part 1607 of this title. (e) When the exception of “a reasonable factor other than age” is raised against an individual claim of discriminatory treatment, the employer