Organizational beliefs are the perceptions and unconscious feelings of employees that influence how they carry out the activities of an organization. These are known values that have not been documented and are not openly discussed hence it can be very difficult to change. For a change to be successfully implemented, employees should be regularly communicated to and get their varying reactions (Erwin & Garman, 2010). The employees should also play a role in the process of change. Employees may develop resistance in cases of changes that are unfavorable to them hence crippling the organization.
Change mostly strikes fear in the hearts of those who are affected by it. Employees will be afraid of losing their jobs, being demoted or their salaries being reduced. When their fears come to pass, their reaction will be negative. Their commitment to the organization will decrease due to lack of trust. In such cases they should be communicated to in detail the reasons and necessity for changes and how it will be of positive impact to the organization (Benn, Edwards, & Williams, 2014). Management should be concerned about the emotional effect of changes to employees. This will show they are being cared for and will not be worried about what will happen to them in future.
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Employees may develop chronic stress due to perceived injustices and unfairness. This makes the employees avoid their work places increase reluctance to work ( Linnenlueck, & Griffiths, 2010). They will do so by taking longer lunch breaks, coming late to work or not reporting to work at all. These employees should be treated with fairness and compassion to keep their morale up. The unaffected ones should be explained to step by step the need for change. Reactions to organizational changes all depend with employees interests.
References
Benn, S., Edwards, M., & Williams, T.(2014). Organizational change for corporate sustainability . Routledge
Erwin, D. G., & Garman, A. N. (2010). Resistance to organizational change: linking research and practice. Leadership & Organization Development Journal , 31 (1), 39-56.
Linnenluecke, M. K., & Griffiths, A. (2010). Corporate sustainability and organizational culture. Journal of world business , 45 (4), 357-366.
