Selective Perception Of Organizational Change

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Change is an inescapable impact. Management of an organization is subjected to continuous change from one form to another. Management changes can be studied in terms of the individuals, teams, organizations, society, country and global levels. The main focus of this report is to give attention to the management of organizational change. Organizational change can be managed consciously and intentionally by the managers. Organizational change can create an impact on all phases of the procedures and working of the business.
For a discussion of change in relation to the complexities of organizational life, (2002)

It is the responsibility of the management to implement a change to the organization. But no matter
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This is the main reason to create an unfair view of a specific circumstance of an organizational change. This kind of observation of an employee can fit very easily to their own view of reality which can cause resistance to change.
Example: Trade Unionist is most likely to have a typecast view of the organizational management as an undependable team so that they compete against any management changes.
Managers of the organization who are aware of various theories and ideas will classify such employees as: they are previously trained and no need to be worried or that they are of no practical worth to the organizations and are unwanted.

4.1.2 HABIT
Management and employees have a tendency to answer back to circumstances in a well-known and familiarized way. Habits of employees may serve as a means of comfort and security which provides a guidance for easy decision making of the management. It is not easy for the management to change the habits of employees easily to get used to new organizational
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Most employees are not isolated from their work but experience a collection of emotional associations through their involvement of the organization, they feel susceptible and disoriented by the challenge of change. Emotions such as uncertainty, endangered with common reactions which are caused by the management of the organization. It is reasonable as a result employees often assume changes as distrustful and undesirable attitude which causes an increasing resistance to change. Management and Organizational behavior, 2005, p. 916

Elliot describes change as a multifarious, mental event. The authority of change is required to be appreciated and achieved. Management of change highlights the employee that requires highest priority to be successful in a business. Organizational management requires a hard working committed workforce for an effective management change. But all employees are not up to the expectations. The Challenge of Managing Change’ Personnel Journal, 1990, pp. 40-9
Organizational change influence each employee in different ways where the management have to accept the nature of each of
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