Organizational Changes

Organizational Change and stress is an important consideration for companies that are implementing new goals and objectives. Bringing about effective change on a company wide scale requires careful planning and implementation. Current research indicates that stress can result from the cognitive process associated with change or from structural changes that affect processes and labor requirements.

An individual can undergo resistance to change when their security is threatened, they are intimidated by the change, fear the unknown or have anxiety or self doubt as a result of new processes that require the development of new skill sets. This is a big challenge for companies to manage organizational behavior and stress. The evaluation and planning stage of the change initiates needs to consider the likely ramifications on workers above and beyond the end effects. This requires a proactive approach and consultation with the workers who are most affected by the change.

Resistance to organizational change and stress can also result from a change in a companies infrastructure, administration systems or the technology used by the company. Process change can result in a reallocation of labor, the breakup of existing teams, and the merging of departments and personnel. The movement into new territory and the adaptation that is required can create stress for workers who are resistant to the change.

Tips For Organizational Change And Stress Management

Announce the mandated change and conduct a survey, procure feedback and formulate an action plan right from the get go. By involving workers and encouraging open communication, companies can foster and environment of support which can reduce resistance to change.

Conduct training programs to adequately equip personnel to work the new technology or process. Simulating real world conditions can help improve confidence and know how prior to the official change over. This drastically improves the chance workers will be equipped for the change.

Encourage negotiation as part of the process. When workers are encouraged to voice concerns, management can develop new insight that can help both parties work towards the common objectives.

Conduct social events to introduce the change initiatives. Research indicates that personnel respond more favorably in social situations. This can help a company sell the change process and encourages a community like minded approach. When people feel part of the change process they are less likely to feel intimidated by processes that can otherwise appear to be forced upon them.

The above forms some essential considerations and practical guidelines for effective organizational change and stress management.

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