Personal responses to organizational change in the workplace

Organizational Behavior

How I Respond to Change

In some instances, change is largely inevitable. Just as we experience change in the various facets of lives, so do organizations. The relevance of effective change management cannot, therefore, be overstated. There are many factors that may bring about organizational change. While some of these factors are internal, others could be external. External factors include, but they are not limited to, technological, social, or even economic stimuli. On the other hand, internal factors include managerial policies, changes in strategy, etc.

It is important to note that different people react differently to change. My reaction to change largely depends on how I perceive the said change -- i.e. whether I perceive it as being positive or negative. Generally, I tend to be appreciative of 'positive' change and hostile to 'negative' change. For clarity's sake, positive change, in my view, is that change whose effects on the organization are not adverse and whose impact on my person (in terms of both personal and professional growth) is positive. Negative change is any other change whose effect on both organizational interests and my person is adverse.

Over time, I have come to the realization that when analyzing any given instance of change, I tend to focus more on that which I stand to lose -- even when overall, the said change could be deemed positive. This, I admit, is a rather irrational response to change. It should also be noted that although I may resist change at first instance depending on what I stand to lose, the adjustments I need to make in my life, and how the proposed change impacts on the entire organization; I tend to be highly adaptable -- I do eventually embrace change, most likely when it is inevitable.

Response 2

Student's 2's view of change is largely correct. In their view, in general, change is necessary. Again, as they point out, we cannot improve, as individuals, without being appreciative of change. Just as is the case with individuals, organizations cannot become more efficient without change - mostly with regard to the way they operate or execute their mandate. For change to be beneficial, however, it has to be instituted in those areas where it is needed. As student 2 further points out, in some instances, the wrong people are assigned the task of implementing change. This, in the said student's opinion, could make employees averse to change. I am in agreement.