M.Comm. (Industrial Psychology) / A substantial number of factors play a role in an individual’s acceptance of organisational change. Individuals experience a personal transition process when organisational change occurs, and as part of that process they react to organisational change in different ways. Individuals also form perceptions based on the factors that influence the acceptance of organisational change. This study focused on the manner in which organisational change is communicated to employees. Specific attention was paid to the level of detail versus the vagueness of the communication, and the reactions and perceptions as a result were explored. The sample population consisted of 36 Call Centre Consultants, selected from a Financial Institution, who were divided into three groups. Participant views on organisational change, the communication thereof and their emotional stance were assessed, after which two treatment groups received a written change announcement varying in specificity of information. Following, the views concerning the organisational change described in the written memorandum and emotional responses, as a result of the announcement were assessed. The study found that the specificity vs. ambiguity of a change communication does impact employees and influence their perceptions and emotional experience of the change. However, the nature of the change communication is not necessarily the only contributor to the employees’ acceptance of change. Further research is necessary to facilitate understanding of the contribution by other factors and the extent of each contribution.
| Identifer | oai:union.ndltd.org:netd.ac.za/oai:union.ndltd.org:uj/uj:7779 |
| Date | 21 November 2013 |
| Creators | Louw, Geraldene |
| Source Sets | South African National ETD Portal |
| Detected Language | English |
| Type | Thesis |
| Rights | University of Johannesburg |
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