Understanding the role of social media in organizational change implementation

2020 ◽  
Vol 43 (9) ◽  
pp. 1097-1116
Author(s):  
Muhammad Naeem
Keyword(s):  
Social Media ◽  
Organizational Change ◽  
Resistance To Change ◽  
Change Implementation ◽  
Structured Interviews ◽  
Change Initiatives ◽  
Content Type ◽  
Change Acceptance ◽  
Media Applications

Purpose The purpose of this study is to identify the role of social media in implementing effective organizational change. The study illuminates how social media applications support the antecedents of organizational change in the workplace. Design/methodology/approach The study followed an interpretive approach based on qualitative design and grounded theory using 41 non-directive and semi-structured interviews with change leaders and change recipients. These respondents were chosen using purposive sampling and thematic analysis was then performed using NVivo 11-Plus software. Findings This research highlights how social media applications can be used to overcome the challenges of organizational change implementation. The findings of the study illuminate various emerging themes such as social media applications are beneficial for fostering knowledge sharing about change processes and enhancing effective communication during change formulation and implementation. It can increase the level of trust and participation in decision-making and decrease the level of resistance to change. Also, it can enhance the level of support for change acceptance in the workplace. Practical implications Social media application (SMAs) are helpful to foster informal, constructive and relevant discussion with respect to routines organizational tasks, employee concerns about new changes, information about job security and financial and non-financial benefits after change implementation. The effective and efficient use of SMAs helps organizations to foster knowledge amongst employees and they can address various critical issues i.e. employee uncertainties about change initiatives, social consensus on the solution of problems and interactive communication among social actors within a network. Originality/value The study represents an effort to explore seldom-researched aspects such as the role of social media in the context of change formulation and implementation at the workplace. Social media applications have become popular across the world and the speed of their usage is rising day by day, but their real contribution toward organizational change has not yet been fully understood.

Changes in commitment to change among leaders in home help services

2015 ◽  
Vol 28 (3) ◽  
pp. 216-227 ◽  
Author(s):  
Kristina Westerberg ◽  
Susanne Tafvelin
Keyword(s):  
Organizational Change ◽  
Structured Interviews ◽  
Change Initiatives ◽  
Commitment To Change ◽  
Content Type ◽  
Team Meetings ◽  
Home Help ◽  
Home Help Services ◽  
One Year ◽  
Over Time

Purpose – The purpose of the this study was to explore the development of commitment to change among leaders in the home help services during organizational change and to study this development in relation to workload and stress. During organizational change initiatives, commitment to change among leaders is important to ensure the implementation of the change. However, little is known of development of commitment of change over time. Design/methodology/approach – The study used a qualitative design with semi-structured interviews with ten leaders by the time an organizational change initiative was launched and follow-up one year later. Thematic content analysis was used to analyze the interviews. Findings – Commitment to change is not static, but seems to develop over time and during organizational change. At the first interview, leaders had a varied pattern reflecting different dimensions of commitment to change. One year later, the differences between leaders’ commitment to change was less obvious. Differences in commitment to change had no apparent relationship with workload or stress. Research limitations/implications – The data were collected from one organization, and the number of participants were small which could affect the results on workload and stress in relation to commitment to change. Practical implications – It is important to support leaders during organizational change initiatives to maintain their commitment. One way to accomplish this is to use management team meetings to monitor how leaders perceive their situation. Originality/value – Qualitative, longitudinal and leader studies on commitment to change are all unusual, and taken together, this study shows new aspects of commitment.

Mergers in Indian public sector banks: can human resource practices ensure effective implementation of change?

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Richa Singh ◽  
Geetika Goel ◽  
Piyali Ghosh ◽  
Saitab Sinha
Keyword(s):  
Public Sector ◽  
Human Resource ◽  
Resistance To Change ◽  
Change Implementation ◽  
Empirical Examination ◽  
Content Type ◽  
Public Sector Banks ◽  
Hr Practices ◽  
Effective Change

PurposeThis study examines the link of effective change implementation (CIE) with select human resource (HR) practices and employees' resistance to change (RTC) amidst ongoing mergers in Indian public sector banks (PSBs). It also intends to highlight the role of RTC as a mediator in this mechanism.Design/methodology/approachThe authors used a structured questionnaire administered through a survey of employees of select PSBs that have undergone mergers. The hypothesized relationships were tested on 220 responses with structural equation modelling.FindingsTraining and communication of change as HR practices were found to have significant effects in implementing change. RTC fully mediated the relationship of training and CIE, and partially mediated the association of communication and CIE. Communication had a stronger influence on RTC than training. This finding upholds the importance of communication but also implies that training can reinforce effective communication of change and may not affect the implementation if not directed towards handling resistance.Practical implicationsThe significance of communication as a finding supports the theory of planned behaviour. The authors’ results also align with the social exchange theory and can be extended to the job demands-resources model. PSBs may plan for phase-wise training initiatives starting from the announcement till the end of a merger. PSBs also need to effectively communicate all relevant HR issues to employees, thus being transparent and fair. Both online and offline modes of communication can be explored. Overall, the senior management has to imbibe the handholding of employees in the short term and a sense of empathy in the longer term.Originality/valueResearch on HR in Indian banking mergers seems to take a back seat vis-à-vis strategic issues and financial performance. There also is a limited empirical examination of the role of HR practices in effective change implementation. This paper addresses both these issues by proposing a conceptual model and empirically validating it amidst the merger of PSBs. The authors also highlight how training and communication are effective in handling resistance to change.

Using social networking applications to facilitate change implementation processes: insights from organizational change stakeholders

2020 ◽  
Vol 26 (7) ◽  
pp. 1979-1998 ◽  
Author(s):  
Muhammad Naeem
Keyword(s):  
Social Media ◽  
Organizational Change ◽  
Social Networking ◽  
Knowledge Sharing ◽  
Change Process ◽  
Implementation Process ◽  
Change Implementation ◽  
Content Type ◽  
Implementation Processes ◽  
Insurance Sector

PurposeThe failure rate of change is high amongst countries and cultures where collectivism, destructive politics and resistance are high. Therefore, change leaders are more focused on exploring how they can create networking and socialization amongst major organizational stakeholders that can minimize detrimental cynicism and lobbying during change implementation. This study is an attempt to shed light on how Social Networking Applications (henceforth SNAs) can facilitate change implementation processes in the insurance sector.Design/methodology/approachThe individual reaction and interaction realities during the change process cannot be discovered once and for all as there are varied perspectives on the same subjects. Therefore, a social constructionist position was used to understand the different realties of change managers and change recipients using the context of insurance sector.FindingsThe study documented how SNAs can play an active role in addressing the concerns of employees as well as managing and protecting knowledge sharing to facilitate the change implementation process. The collaborative and interactive nature of SNAs can enhance richness in knowledge sharing and can facilitate the participation of employees. Therefore, management should monitor these platforms as a means to improve the change process and to address the concerns of employees. These networking channels which include WhatsApp and Facebook can enhance social interactions, support and acceptance at individual and organizational levels.Research limitations/implicationsSocial media has become a familiar tool for employees to use to discuss internal changes and policies within their organizations. Social media enhances the richness, reach, knowledge exchange and effective internal communication potential amongst organizational change stakeholders. Using social media, change recipients are now more empowered and connected with their leadership that ever before. It is now easier to facilitate decision making during the change formulation and implementation process.Practical implicationsSocial media applications have become necessary to ensure incremental and radical changes to the survival of dynamic businesses. The findings of this study are beneficial for change leaders and recipients of change to implement successful organizational change using social media tools. The effective and efficient use of social media applications helps organizations to foster knowledge amongst employees and they can address various critical issues, that is resistance to change, lower levels of knowledge sharing and support for change acceptance and lack of employee participation in decision making.Originality/valueThere is an inadequate understanding regarding how SNAs play a role in facilitating the change process in both public and private sector organizations. This study offers a social mchange facilitation model with the help of social learning, social networking and social behaviourism theories.

The challenges of introducing internal social media – the coordinators’ roles and perceptions

2017 ◽  
Vol 21 (1) ◽  
pp. 2-16 ◽  
Author(s):  
Vibeke Thøis Madsen
Keyword(s):  
Social Media ◽  
Design Methodology ◽  
Structured Interviews ◽  
Content Type ◽  
Daily Routines ◽  
Work Related ◽  
Top Managers ◽  
Internal Social Media ◽  
Practical Implications

Purpose The purpose of this paper is to explore the challenges associated with introducing internal social media (ISM) into organizations in order to help them reap the benefits of coworker communication on ISM. Design/methodology/approach The paper is based on an exploratory study in ten organizations. The data were collected in semi-structured interviews with ISM coordinators in Spring 2014. Findings According to the ISM coordinators, four challenges were associated with introducing ISM: coworkers could perceive communication on ISM as not work related; coworkers might not understand the informal nature of communication on ISM, and self-censorship might stop them communicating on ISM; ISM was not considered a “natural” part of the daily routines in the organizations; and top managers mainly supported ISM in words, not in action. Research limitations/implications The study is based on the perceptions of ISM coordinators. Further research is called for to explore both coworker perceptions and actual communication on ISM. Practical implications Practitioners introducing ISM should be aware of these four challenges, and should help coworkers to make sense of communication on ISM as work-related communication among coworkers. ISM coordinators’ perceptions of their own role in relation to coworker communication on ISM make a difference. Originality/value The study provides insights into the key challenges associated with introducing ISM, as well as the role of ISM coordinators as community facilitators and sense-givers.

scholarly journals The role of social media in communication about food risks

2017 ◽  
Vol 119 (3) ◽  
pp. 453-467 ◽  
Author(s):  
Julie Henderson ◽  
Annabelle M. Wilson ◽  
Trevor Webb ◽  
Dean McCullum ◽  
Samantha B. Meyer ◽  
...  
Keyword(s):  
Social Media ◽  
Food Industry ◽  
Consumer Trust ◽  
Accurate Information ◽  
Structured Interviews ◽  
Content Type ◽  
News Stories ◽  
Social Media Presence ◽  
The Impact

Purpose The purpose of this paper is to explore the views of journalists, food regulators and the food industry representatives on the impact of social media on communication about food risk. The authors identify how journalists/media actors use social media in identifying and creating news stories arguing that food regulators need to maintain a social media presence to ensure that accurate information about food safety is disseminated via social media. Design/methodology/approach Data were collected through 105 semi-structured interviews. Findings While food regulators and representatives of the food industry identify advantages of social media including two-way communication and speed of transmission of information, they maintain concerns about information provided via social media fearing the potential for loss of control of the information and sensationalism. There is evidence, however, that media actors use social media to identify food stories, to find sources, gauge public opinion and to provide a human interest angle. Practical implications While there are commonalities between the three groups, concerns with social media reflect professional roles. Food regulators need to be aware of how media actors use social media and maintain a social media presence. Further, they need to monitor other sources to maintain consumer trust. Originality/value This paper adds to public debate through comparing the perspectives of the three groups of respondents each that have their own agendas which impact how they interact with and use social media.

Proliferation of social media in academic libraries: use of WhatsApp as a platform for providing library services

2020 ◽  
Vol 41 (8/9) ◽  
pp. 717-729
Author(s):  
Aubrey Harvey Chaputula ◽  
Hamis Abdullah ◽  
Brave Mwale
Keyword(s):  
Social Media ◽  
Academic Library ◽  
Structured Interviews ◽  
Related Factors ◽  
Content Type ◽  
Library Management ◽  
Reference Services ◽  
University Library ◽  
Media Applications ◽  
Effective Service

PurposeThis study investigated the use of WhatsApp as the platform for providing services at Mzuzu University Library in Malawi.Design/methodology/approachThe researchers conducted in-depth semi-structured interviews with five librarians that were either working or had worked at the reference desk for a period of not less than six months. Furthermore, the researchers did a content analysis of WhatsApp posts from the two tablet computers deployed at the reference desk. Qualitative data were analysed thematically, while the quantitative data were analysed using scientific calculators.FindingsFindings revealed that WhatsApp has successfully been used to provide a number of user and reference services to students and staff. Notwithstanding this, a number of technical, human resource and service-related factors were discovered to be affecting the delivery of services and hence need to be addressed. It is therefore recommended that library management should take steps to address these challenges to ensure efficient and effective service delivery.Practical implicationsWhatsApp is one of the most popular social media applications that is deployed by many people including organisations at minimal cost in many countries. This makes it an ideal platform for offering information services to library clients on campus and remote places around the clock. Consequently, this could lead to increased usage of resources and services resulting in greater satisfaction among users.Originality/valueStudies focussing on the use of WhatsApp for academic purposes in Malawi abound in the literature. However, this is the first study focussing on the use of WhatsApp for providing library reference services to be undertaken not only at Mzuzu University Library but the entire academic library sector in Malawi.

Crisis communication in public emergencies: multistakeholders' perspectives

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Nele Cannaerts
Keyword(s):  
Social Media ◽  
Public Sector ◽  
Empirical Evidence ◽  
Crisis Communication ◽  
Participant Observation ◽  
Structured Interviews ◽  
Current Crisis ◽  
Content Type ◽  
Social Media Tools

PurposeThe main purpose of this paper is to provide empirical evidence for effective crisis communication in public emergencies including the relevance of planning and training and rehearsal; to explore the role of different stakeholders and how social media influence effective crisis communication.Design/methodology/approachA qualitative research design was employed. Two events were analysed, via the synthesis model for handling crisis communication in the public sector, as cases. First, via post-crisis semi-structured interviews, a gas explosion in the city of Antwerp was analysed. Second, via participant observation of a training and rehearsal exercise, more insight was gained on the role of training and social media for crisis communication.FindingsThe findings of this paper provide empirical evidence that (1) effective crisis communication is communication that is diversified across different crisis stages and diverse stakeholders; (2) that different internal social media tools and external social media tools are necessary to be monitored for effective crisis communication; (3) that training and rehearsal are of great importance for effective crisis communication.Originality/valueThis paper contributes to three current crisis communication research calls. First, the call for more research focusing on public sector crisis management, using public sector crisis communication models. Second, the call for the implementation of a more multiple-actor approach instead of an organisation-centred approach; and, third, the call for gaining insight into how specific communication channels are used before, during and after a crisis.

Exploring the sources and role of knowledge sharing to overcome the challenges of organizational change implementation

2018 ◽  
Vol 26 (3) ◽  
pp. 567-581 ◽  
Author(s):  
Usman Aslam ◽  
Farwa Muqadas ◽  
Muhammad Kashif Imran ◽  
Ubaid-Ur-Rahman Ubaid-Ur-Rahman
Keyword(s):  
Organizational Change ◽  
Knowledge Sharing ◽  
Change Implementation ◽  
Content Type ◽  
Interview Method ◽  
Social Structural ◽  
Public Sector Organizations ◽  
Change Leaders ◽  
New Strategies

Purpose In recent times, organizations and leaders are focusing on new strategies to increase the success rate of organizational change (OC) implementation. Therefore, this study aims to uncover the sources and role of knowledge sharing (KS) to overcome the challenges of OC implementation. Design/methodology/approach For this research, data have been gathered from respondents based on their key designations by using unstructured interview method. Thematic analysis was then performed using the NVivo 11-Plus software. Findings It has found that employees in public sector organizations are opposing OC because of ineffective communication, and a lower level of employee participation in decision-making and barriers of, for example, a cultural, social, structural and political nature. Therefore, this study suggests how KS can be used to overcome the challenges of OC implementation. Research limitations/implications KS has become necessary to ensure incremental and radical changes in the survival of dynamic businesses. The results are useful to enhance understanding regarding the role of KS in the context of OC among change leaders, researchers, academicians and policymakers. Originality/value The study provides meaningful and novel knowledge regarding role of KS to overcome the challenges of OC implementation. No prior research that contributes practical and theoretical knowledge in the perspective of KS and OC has been found, especially in the context of developing countries and Asian culture. Therefore, this investigation attempts to explore the role of KS and presented overarching conceptual framework in the real context of OC implementation.

Managing change at Urban Affordable Housing

2017 ◽  
Vol 13 (4) ◽  
pp. 457-478
Author(s):  
Matthew J. Mazzei ◽  
Charles M. Carson
Keyword(s):  
Organizational Change ◽  
Organizational Behavior ◽  
Affordable Housing ◽  
Low Income ◽  
Asset Management ◽  
Resistance To Change ◽  
School Curriculum ◽  
Lead Author ◽  
Structured Interviews ◽  
Content Type

Synopsis Urban Affordable Housing (UAH) Inc. was a real estate asset management syndication firm that sponsored affordable housing to low-income families and seniors across the USA. The case examines the firm’s management of an internal information technology (IT) change initiative. The case follows the firm’s recently hired IT manager, Anthony Bryant, as he works to change a culture while acquiring resources and acceptance for the project he was hired to oversee. Bryant deals with numerous changing priorities, inadequate sponsorship, resistance from various levels, and a dearth of resources as he struggles to get the organization to complete an overdue database conversion. Research methodology This case is based upon the firsthand experiences of the lead author over a seven-year period while working at UAH. Measures have been taken to disguise the firm’s identity, including using a pseudonym, fictitious names for firm employees, a fictitious location, and the alteration of key dates. Key elements of the case have been constructed around semi-structured interviews and the review of archival documentation. Most quotes are verbatim in an attempt to preserve their authenticity, and were drawn from the semi-structured interviews and from historical accounts of actual occurrences and conversations. Relevant courses and levels The UAH case is multi-faceted, as it can be used in a number of environments amid a business school curriculum. A primary use is likely in a course revolving around organizational change and development. It might also be featured as part of the organizational change component in a course on organizational behavior, used to illustrate and analyze organizational culture and change leadership. Furthermore, the case could be used for change-related topics in management information systems or project management courses. The authors suggest the case be assigned at the graduate level, though it could also be suitable for an advanced undergraduate class. Theoretical bases Critical knowledge for successfully analyzing this case includes the following concepts: the change process (Lewin, 1951); leading change (Kotter, 1996); resistance to change (Kegan and Lahey, 2001); and communicating change (Armenakis and Harris, 2002).

Control and the emotional rollercoaster of organizational change

2014 ◽  
Vol 22 (3) ◽  
pp. 399-419 ◽  
Author(s):  
Roy Kark Smollan
Keyword(s):  
Organizational Change ◽  
Self Efficacy ◽  
Positive Emotions ◽  
Resistance To Change ◽  
Negative Emotions ◽  
Well Being ◽  
Emotional Reactions ◽  
Cultural Issues ◽  
Content Type

Purpose – The aim of the study is to identify the emotions that arise over issues of control over organizational change, to explore why they occur and what their consequences are for the organizational member. Design/methodology/approach – A total of 24 people from different industries, organizations, hierarchical levels and functional departments were interviewed on their experiences of change and the emotional reactions they produced. Findings – Negative emotions were evoked when members sensed a lack of control, a loss of control or the possibilities of mismanaging control in an organizational change. Positive emotions were reported for those able to exert control over processes and outcomes. The metaphor of the rollercoaster effect of positive and negative emotions was specifically used by a number of participants, while several others referred to an associated metaphor, the grief cycle. Research limitations/implications – Participants were not asked what control over change they preferred, and dispositional and cultural issues were not specifically explored. The limitations of the rollercoaster metaphor are addressed. Research implications include examining the role of traits like locus of control and self-efficacy from a qualitative perspective and identifying the part ethnic or national culture plays in perceptions of control over change. Practical implications – Management needs to allow participation in decision making wherever possible to fortify perceptions of control over change and to develop in members feelings of self-efficacy and well-being. Originality/value – The study demonstrates how control over organizational change produces emotional responses that influence commitment and resistance to change.

Sign in / Sign up

Export Citation Format

Share Document