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Essay / Research Paper Abstract
This 10 page paper looks at the motivation needs of employees at times of change. Change can result in a number of different actions and reactions, which require different considerations compared to the motivation of employees in ongoing operations. The positive and negative issues are considered along with the ability of line managers to deal with these issues. The bibliography cites 30 sources.
Page Count:
10 pages (~225 words per page)
File: TS14_TEmotchng.rtf
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Unformatted sample text from the term paper:
resisted, is a key element that needs to be carefully handled is a firm wants to ensure that the change is successful. This is seen in almost all models from
the field theories of Lewin (1951; 32) to the more recent modes of Theory E and Theory O (Beer and Nohria, 2000; 136). The motivational needs of the employees can
shift at a time of change, as there is the potential for fear of the unknown, personal and job insecurity and a generally stressful workplace environment. In order to manage
change it becomes necessary to look beyond the models of change in order to address these human issue, to deal with the motivational needs of the employees during periods of
change it is essential that the employers understands those needs and the way they change, it is only with that understanding there will be the potential to ensure that line
managers, who may also be suffering from change needs, will be equipped to deal with the new scenario. Motivation is an important influence in the way that the individual
will think and act. Where there is cynicism regarding a change it is more likely to be greeted with pessimism (Reichers et al, 1997; 48). This is a reaction that
is correlated with staff that are not motivated, and can emanate from both the employees as well as the managers which are impacted by the change (Reichers et al, 1997;
48). It may be argued that there is a general social pattern of distrust, Kanter and Mirvis (1989; 44) carried out research in the US where it was founded that
43% of the population were cynical about the honesty and integrity of others. With high levels of mistrust in the general population, this can be argued as a highly influential
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