THE IMPACT OF CHANGE MANAGEMENT ON JOB SATISFACTION OF EMPLOYEES

 

At some point in any business, organizational change is inevitable. These changes can occur for many reasons, such as mergers and acquisitions, new leadership, innovation, digital disruption. However, it is important to understand the impact of organizational change on employee performance.Tsoukas, H. & Chia, R. (2002)

 Organizational change can have a significant impact on employee mood by presenting challenges and opportunities. In this article, we take a closer look at changes in the organization, its problems, how to overcome them, and their impact on the work of employees. The organization is now in disarray. To some extent, today's businesses struggle to make and implement organizational changes in order to remain sustainable and thrive in order to address current and future difficulties. Organizational change, on the other hand, occurs frequently in organizations that respond to disruptive and turbulent external problems that alter the organization's current practices and lead to substantial organizational transformation. Changes can occur for many reasons, such as financial problems, mergers or acquisitions, business expansion, transition to growth, or simple changes in business models. However, change is almost always difficult for employees and can be detrimental to  bottom-line.

 

Implementing change management influences employees to feel valued and respected, which supports them in the process of change and struggle. This requires change managers to understand, identify and reduce the stress and fear that employees develop. When organizational change is announced, especially when it comes to layoffs, employees often fall into one of two groups: those trying to control their own destinies and those who want to leave before the change happens. Bartunek, J. M., Rosseau, D. M., Rudolph, J. W., & DePalma, J. A. (2006) has explain Managing teams often dig deep, increase productivity, meet deadlines, and give their leaders the best they can, hoping they will overcome change.

 

The rest of the staff responded exceptionally to the change. company may find that employees eat longer lunches, arrive late, leave early, or simply don't come to the office. Whether they're looking for a new job or running away from the office, expect to see more sick employees when  switch organizations.Ulrich, D. (1998)

Some organizational changes require major changes that lead to major changes in the lives of many employees. Changes that negatively affect some employees include pay cuts, unemployment benefits, layoffs, job losses, or relocation to another city, state or country. All this can lead to serious changes for employees, especially entrepreneurs.

 The best way to address these changes while maintaining the behavior of remaining or leaving employees is to communicate with each employee at every step and treat them fairly and positively. Employees participating in the change process will be more productive and satisfied at work. They will feel that they are part of the change and will most likely support it. Employees who do not participate in the change process may feel excluded or resist change. This leads to a decrease in productivity and job satisfaction. Change management helps ensure that employees are involved and understand what is going on.

For any organization to be successful, change management is essential. Having a plan ensures that changes be implemented in a way that supports an organization's objectives while minimizing disruptions. Employee involvement in the process may increase as a result of this.Armstrong, M. (2003).The purpose of change management in this scenario is to guarantee that staff members can adjust as rapidly as possible and assist them in understanding why the changes are taking place. This will ease their transition and make them more accustomed to the changes. Additionally, change management will aid in ensuring that the business maintains its profitability and productivity during this transitional period.

References

Armstrong, M. (2003). A handbook of human resource management practice. (9th Ed). London, UK:

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Tsoukas, H. & Chia, R. (2002). On organizational becoming: rethinking organizational change. Organizational Science, 13, 567-582 

Ulrich, D. (1998). A new mandate for human resources. Harvard Business Review, January-February, 124-134. 

Van de Ven, A. & Poole, M. (1995). Explaining development and change in organizations. Academy of Management Review, 20, 510-540. 

Vieswesvaran, C., & Ones, D., (2002). Examining the construct of organizational justice: a meta-analytic evaluation of retaliations with work attitudes and behaviours. Journal of Business Ethics, 38, 193-204. 

Weick, K. & Quinn, R. (1999). Organizational change and development. Annual Review of Psychology, 50, 361-386.