Organizational Change and Employee Satisfaction in the Post Cross-border M&A Integration in Korea

2015 ◽  
Vol 44 (6) ◽  
pp. 1661
Author(s):  
Yong Suhk Pak ◽  
Han Luo ◽  
Yi Yang
Keyword(s):  
Organizational Change ◽  
Employee Satisfaction ◽  
Cross Border

How do employees adapt to organizational change driven by cross-border M&As? A case in China

2014 ◽  
Vol 49 (1) ◽  
pp. 78-86 ◽  
Author(s):  
Goo Hyeok Chung ◽  
Jing Du ◽  
Jin Nam Choi
Keyword(s):  
Organizational Change ◽  
Cross Border

Effective Tools for Improving Employee Feedback during Organizational Change

2021 ◽  
pp. 432-448
Author(s):  
Tanja Sedej ◽  
Gorazd Justinek
Keyword(s):  
Organizational Change ◽  
Empirical Data ◽  
Employee Satisfaction ◽  
Internal Communication ◽  
Communication Tools ◽  
Constructive Feedback ◽  
Selection Of

Feedback is the fastest and most effective way for organizations to make improvements or get things back on track. Prompt and constructive feedback is strongly linked to employee satisfaction and productivity, and can increase both. During times of change when employees want to be heard and feel involved, it is even more important that the optimal internal communication tools for managing employee feedback are selected. This article tackles these questions and provides fresh empirical data on the selection of internal communication tools in general, with focus then devoted to managing feedback during change from the perspective of a professional communicator. The data evaluated and analyzed was gathered on the basis of research carried out in 2014 among 105 professional communicators of large and medium-sized companies, and was then compared with the results of similar research conducted in 2012.

Effective Tools for Improving Employee Feedback during Organizational Change

2017 ◽  
pp. 261-276
Author(s):  
Tanja Sedej ◽  
Gorazd Justinek
Keyword(s):  
Organizational Change ◽  
Empirical Data ◽  
Employee Satisfaction ◽  
Internal Communication ◽  
Communication Tools ◽  
Constructive Feedback ◽  
Selection Of

Feedback is the fastest and most effective way for organizations to make improvements or get things back on track. Prompt and constructive feedback is strongly linked to employee satisfaction and productivity, and can increase both. During times of change when employees want to be heard and feel involved, it is even more important that the optimal internal communication tools for managing employee feedback are selected. This article tackles these questions and provides fresh empirical data on the selection of internal communication tools in general, with focus then devoted to managing feedback during change from the perspective of a professional communicator. The data evaluated and analyzed was gathered on the basis of research carried out in 2014 among 105 professional communicators of large and medium-sized companies, and was then compared with the results of similar research conducted in 2012.

scholarly journals Book Review: Reinventing Organizations: A Guide to Creating Organizations Inspired by the Next Stage in Human Consciousness by Frederic Laloux

2016 ◽  
Vol 8 (1) ◽  
Author(s):  
David K. Banner
Keyword(s):  
Organizational Change ◽  
Employee Satisfaction ◽  
Well Being ◽  
Human Consciousness ◽  
Evolutionary System ◽  
Human Spirit ◽  
The World ◽  
Red Tape

<em>Reinventing Organizations: A Guide to Creating Organizations Inspired by the Next Stage of Human Consciousness</em> is a terrific book for anyone interesting in learning about democratizing and debureaucratizing organizations while increasing profits and employee satisfaction, engagement, and well-being. Though this sounds unrealistic and perhaps a bit Utopian, author Frederic Laloux’s thorough research and in-depth reportage of various exemplar organizations around the world, demonstrate that it can be done—but not by anybody. Like any evolutionary system, the forefront of enlightened organizational change begins with a few who become the models and create the systems and conditions for others to follow—when they are ready. This fascinating resource will inspire everyone who wants to learn about the successful transformation of what were once stultifying, disempowering, red-tape-riven workplaces that crush the human spirit. In <em>Reinventing Organizations</em>, we finally see there is a way out—toward building truly remarkable achievement oriented organizations that help the human spirit thrive.

Relationship between Organizational Change and Employee Motivation, Employee Satisfaction and Employee Commitment: A Study with Special Reference to ABC Shared Service Center in Sri Lanka

2021 ◽  
Vol 2 (2) ◽  
Author(s):  
Jayasekara L. K. B. M. ◽  
Jayasekara L. K. B. M.
Keyword(s):  
Organizational Change ◽  
Sri Lanka ◽  
Organizational Development ◽  
Employee Satisfaction ◽  
Descriptive Analysis ◽  
Work Organization ◽  
Employee Motivation ◽  
Total Sample ◽  
Service Center ◽  
Shared Service

Organizations are ever-changing and dynamic entities at today’s turbulent world of work. Organization change, which may or may not adhere to organizational development (OD) values and, in many cases, is not conducted through participatory methods. For the most part, downsizing via lowering costs and retrenching people has become synonymous with organizational change, causing fear among those who may be affected. Organizations are under increasing pressure to improve their abilities to increase employee support for change initiatives. Employees are critical to an organization’s efficiency and performance. Thus, it is crucial to look at change through the eyes of employees. If employees believe that the organizational change is not well conveyed to them, their motivation, satisfaction, and commitment is likely to be impaired, which could be counterproductive to the change process of the organization. As a result, it is important to figure out how the relationship between organizational change and employee motivation, satisfaction, and commitment, which is the purpose of this study. Since there is limited research on this phenomenon in the Sri Lankan context, this study aims to bridge the knowledge gap in the existing literature. To achieve the study’s objectives, a quantitative investigation was undertaken using positivist philosophy and the deductive approach. As a data collection approach, the survey questionnaire method was used. This study has a total sample size of thirty (whole employees of the selected organization). Survey data was analyzed using correlation analysis and descriptive analysis. Results clearly show that there is a significant positive relationship between organizational change and employee motivation, employee satisfaction and commitment in the ABC Shared Service Center in Sri Lanka. Further, the study reveals that employee satisfaction is the highest corelated dimension with the organizational change. Thus, the study conclude that organizationa

Effects of Organizational Change on Work-related Empowerment, Employee Satisfaction, and Motivation

2009 ◽  
Vol 33 (2) ◽  
pp. 116-124 ◽  
Author(s):  
Liisa Kuokkanen ◽  
Tarja Suominen ◽  
Eeva Härkönen ◽  
Marja-Leena Kukkurainen ◽  
Diane Doran
Keyword(s):  
Organizational Change ◽  
Employee Satisfaction ◽  
Work Related

Business: Conceptualizations of Organizational Change Viewed Through the Lens of Power: A Tutorial for the Speech-Language Pathologist/Audiologist Administrator

2011 ◽  
Vol 21 (1) ◽  
pp. 9-17
Author(s):  
Patrick R. Walden
Keyword(s):  
Organizational Change ◽  
Health Care Organizations ◽  
Social Power ◽  
Social Systems ◽  
Front Line ◽  
Organization Level ◽  
Speech Language Pathologist ◽  
Constant State ◽  
Theories Of Change ◽  
Or Organization

Both educational and health care organizations are in a constant state of change, whether triggered by national, regional, local, or organization-level policy. The speech-language pathologist/audiologist-administrator who aids in the planning and implementation of these changes, however, may not be familiar with the expansive literature on change in organizations. Further, how organizational change is planned and implemented is likely affected by leaders' and administrators' personal conceptualizations of social power, which may affect how front line clinicians experience organizational change processes. The purpose of this article, therefore, is to introduce the speech-language pathologist/audiologist-administrator to a research-based classification system for theories of change and to review the concept of power in social systems. Two prominent approaches to change in organizations are reviewed and then discussed as they relate to one another as well as to social conceptualizations of power.

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