(PDF) The Changing Workplace and Its Effects
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Added on 2021-04-24
(PDF) The Changing Workplace and Its Effects
Added on 2021-04-24
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How workplace change affect peopleAuthorUniversity of affiliation.AbstractPeople are affected by complex and pervasive organizational change in multiple ways. Theauthor has observed and carried survey on three different occasions on blue collar and whitecollar employees during a time when the organization experienced change. For example during,implementation of new technologies into the organization, during the downsizing of employeesand difficult financial period. Majority of the measures taken on the numerous catalogues of thework and family relationship showed negative and positive effects that were lasting. The resultsare conferred in regards to the recent thinking concerning the implementation of change inworkers and its consequences.Keywords: workplace change, people, organization.IntroductionWork for the majority of people has changedsignificantly over the past years. Theworkplace has gone through an entirelyradical change acknowledging the diversityand the complexity of the effects andvariations of the workplace ( Ashford, Lee,& Bobko,2010). The main reason behindworkplace change for the most organizationhas been the thrive to global competition.Managers have been compiled by theexternal forces such as the innovation intechnologies, intensified and the increasedinternational competition and the powerenhanced by the outside investors.Employees, managers, and researchers arefamiliar with the new terms used to describethe change in the workplace such as re-engineering, downsizing, outsourcing, andoffshoring (Barnett, & Carroll,2012).
Despite how frequent these terms are used,they do not connect to the feeling or theeffects of those going through these changego through during this difficult times(Barnett, & Carroll,2012).The primary intention of this reading is toshow what going through society change islike for those employees that survived thetransition, points of view. Severalpsychological questions can be answered.Does the employee attitude towards workremain stable after change implementationor do they move in in line with theorganization changes? Did the change in theamplified computerization and leanprocesses introduced by the company,advance the worker's consummation andwork involvement?Literature reviewIn an organization the literature on thechange is extensive, encompassing amonganother issue; the factors which lead toinitiation of change by the managers, thevarious modes efficacy in changeimplementation, the employees resistance tochange and the effects that these changeshave on the employee attitude andperformance to the workplace and the jobitself (Fedor, Caldwell, & Herold,2006). Fora review conducted, it is ore event that theorganization is continually engaging in thenumerous changes increasingly and thatthese changes are not often distinct events,but they are somewhat part of a process thatis ongoing. Nevertheless, the effects of thesecontinuing and multiple changes result incomplex and ambivalent results often. Forinstance, change can lead to productimprovement in both the quality andproductivity. However, it can lower thecommitment and the morale of theworkforce (Fugate, Kinicki, &Prussia,2008). The assessment impact can,however, be incomplete if the organizationchange was measured shortly after thechange implementation.
Our focus on this article is to look into theeffects of the workplace changeimplementation on the people. The reportwill not examine the fairness of theapplication of these changes or theeffectiveness of these changes. However, thearticle will acknowledge the organizationdoes change the people who reside in them.The people job attitude is tracked down, theposition of the organization, the relationshipwith the family, the effect of changeimplementation on the employees’ health(Herold, Fedor,& Caldwell,2007).It is acceptable that the organization adoptpractice and programs to influence theemployee's behaviors through, for instance,an initiative in the organization change. It isassumed in this article that brilliant eventssuch as mass layoffs are more likely toaffect the attitude of the employee behavior(Boeker, 2014). However, due to theirdisruptive nature and dramatic nature, thesechanges are likely to stir up the emotionaleffects in the organization resulting to moreprofound behavioral and more profoundattitudinal change among employees.Attention is paid to the impact of the changein employees regarding their commitment,devotion to work in comparison to theirother significant spheres such as family andleisure activities. Various authors havepointed out the decline in the trust levels inthe company top management, otheremployee engagement and company goalscommitment. The company under study experienced manytroublesome deviations during the period ofour study. The organization formed a mergerwith a rival company, initiated andrestructuring and re-engineering process thatled to the constant mass layoffs. With theincrease in the amount of companies passingsuch changes so does the increase in theresearch examining their impact of thesechanges on the employees (Huy, 2014). Sinceit is not possible to review this literature in
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