Perceptions of Change

Introduction

"...Employees may either see the change as a threat......or alternatively they may perceive it as an opportunity to make strategic changes necessary to ensure sustainability of the organisation. The organisational identities enable individuals to identify with an attachment to their organisation both cognitively and emotionally. By creating and communicating positively the organisational entity image of attainable organisational success, individuals are more likely to see that change is worth the effort and therefore change the process more favourably..."

Kovoor-Misra as quoted by Taryn Haynes-Smart, 2010

Furthermore,
"...Employees’ expectations need to be carefully managed throughout the change process in order to maintain commitment, as even friendly (change) and can be perceived as traumatic and stressful if not communicated well or implemented well......individuals' perception about change can be expected to vary over time..."

Raukko as quoted by Taryn Haynes-Smart, 2010

“...Employees who struggled to adjust to change recorded feelings of threat, uncertainty, alienation and anxiety resulting in increased workplace stress and increased levels of absenteeism and turnover. Failure of many corporate change initiatives can be attributed to employee resistance which has impeded the progress of change. Even though change may be implemented for positive reasons, the increased pressure, stress and uncertainty arising during the change results in negative responses to change..."

Taryn Haynes-Smart, 2010