scholarly journals An exploration of individual experiences of constant organisational change

2003 ◽  
Vol 29 (2) ◽  
Author(s):  
K. Williams ◽  
A. Crafford ◽  
L. Fourie
Keyword(s):  
Change Management ◽  
South African ◽  
Management Practices ◽  
Resistance To Change ◽  
Data Gathering ◽  
Organisational Change ◽  
Long Term Effects ◽  
The Face ◽  
The Individual

Ongoing change is an inevitable part of the current organisational context. Change management practices are oftencited as a reason for resistance to change, and as a cause of stress for individuals during change interventions. A qualitative study was undertaken in a technical division of a large South African organisation to explore the individual experiences of employees in the face of constant organisational change. Grounded theory analysis confirmed that constant organisational change and the related change management practices were indeed a source of unpleasant individual experience for employees at the time. Yet, no serious long-term effects of stress were evident. It is suggested that Strümpfer’s (1983–2000) work on salutogenesis and fortigenesis may be useful in explaining the outcome. Further research incorporating larger sample sizes and multiple triangulation methods in the data gathering process is recommended.Opsomming Kontinue verandering is ’n onvermydelike deel van die huidige organisasiekonteks. Veranderingsbestuurspraktyke word gereeld geopper as ’n rede vir die weerstand teen verandering asook die oorsaak van spanning by individue tydens veranderingsintervensies. ‘n Kwalitatiewe studie in die tegniese divisie van ’n groot Suid-Afrikaanse maatskappy is onderneem om die individuele ervaring van werknemers tydens konstante organisasieverandering te ondersoek. ’n Begronde teorie- ontleding het aangetoon dat konstante organisasieverandering en die gepaardgaande veranderingsbestuurspraktyke inderdaad ’n bron van onaangename ervaring vir werknemers is. Desnieteenstaande was ernstige langtermyn gevolge van spanning nie waarneembaar nie . Dit word aangevoer dat Strümpfer (1983–2000) se werk oor salutogenese en fortigenese nuttig mag wees in die verklaring van die bevindings. Verdere navorsing wat groter steekproefgroottes en intermetodiese kruisvalidering tydens die data-insamelingsproses insluit, word voorgestel.

‘Persistence and Silence: A Narrative Analysis of Employee Responses to Organisational Change’

2003 ◽  
Vol 8 (4) ◽  
pp. 73-87 ◽  
Author(s):  
Melanie Bryant
Keyword(s):  
Narrative Analysis ◽  
Workplace Violence ◽  
Management Practices ◽  
Resistance To Change ◽  
Organisational Change ◽  
Original Intent ◽  
Career Opportunities ◽  
Response To Change ◽  
The Individual ◽  
Employee Responses

This article is concerned with how employees talk about organisational change and focuses specifically on how employees discuss reactions and responses to change through the construction of narratives. Employees included in this study suggest that the use of voice as an attempt to inform managers of their discontent, or remaining silent and passive are the most common responses to organisational change. Within sociology and management literature, voice has been considered as a constructive response to change, providing invaluable feedback to managers about declining conditions or performance lapses. Alternatively, remaining silent or passive has been documented as a weak strategy in which the individual renounces control and forms a dependency relationship with powerful groups such as managers. The primary aim of this paper is to challenge the argument that voice is a constructive response to change and suggest that voice is likely to be perceived as destructive, thus leading to the removal of responsibilities and career opportunities. Furthermore, this paper argues that silence is the more constructive response to change, which is documented in this research as leading to the advancement of careers. Relationships between the way employees respond to organisational change and the type of narrative that they construct is also discussed. Those who report remaining silent construct ‘conversion stories’ suggesting that organisational change provided a turning point in which employees could embrace management practices and gain career advancement. Alternatively, those who reported using voice construct ‘atrocity tales’ in which change is associated with stories of workplace bullying, removal of career opportunities and workplace violence. These narratives suggest that the use of voice as a response to change is more complex than its original intent and explanation in the literature, providing challenges for researchers in understanding where voice as a constructive response ends and where resistance to change begins.

scholarly journals Behavioral Conceptualization and Treatment of Chronic Pain

2020 ◽  
Vol 16 (1) ◽  
pp. 187-212 ◽  
Author(s):  
Johan W.S. Vlaeyen ◽  
Geert Crombez
Keyword(s):  
Pain Treatment ◽  
Emotional Experience ◽  
Long Term Effects ◽  
Short Term ◽  
Environment Exposure ◽  
The Face ◽  
Repeated Pain ◽  
The Individual ◽  
And Control

Pain is considered a hardwired signal of bodily disturbance belonging to a basic motivational system that urges the individual to act and to restore the body's integrity, rather than just a sensory and emotional experience. Given its eminent survival value, pain is a strong motivator for learning. Response to repeated pain increases when harm risks are high (sensitization) and decreases in the absence of such risks (habituation). Discovering relations between pain and other events provides the possibility to predict (Pavlovian conditioning) and control (operant conditioning) harmful events. Avoidance is adaptive in the short term but paradoxically may have detrimental long-term effects. Pain and pain-related responses compete with other demands in the environment. Exposure-based treatments share the aim of facilitating or restoring the pursuit of individual valued life goals in the face of persistent pain, and further improvements in pain treatment may require a paradigm shift toward more personalized approaches.

scholarly journals MEG signatures of long-term effects of agreement and disagreement with the majority

2021 ◽  
Vol 11 (1) ◽  
Author(s):  
A. Gorin ◽  
V. Klucharev ◽  
A. Ossadtchi ◽  
I. Zubarev ◽  
V. Moiseeva ◽  
...  
Keyword(s):  
Reinforcement Learning ◽  
Social Influence ◽  
Temporal Dynamics ◽  
Peer Group ◽  
Long Term Effects ◽  
Learning Mechanisms ◽  
Source Imaging ◽  
The Face ◽  
First Session

AbstractPeople often change their beliefs by succumbing to an opinion of others. Such changes are often referred to as effects of social influence. While some previous studies have focused on the reinforcement learning mechanisms of social influence or on its internalization, others have reported evidence of changes in sensory processing evoked by social influence of peer groups. In this study, we used magnetoencephalographic (MEG) source imaging to further investigate the long-term effects of agreement and disagreement with the peer group. The study was composed of two sessions. During the first session, participants rated the trustworthiness of faces and subsequently learned group rating of each face. In the first session, a neural marker of an immediate mismatch between individual and group opinions was found in the posterior cingulate cortex, an area involved in conflict-monitoring and reinforcement learning. To identify the neural correlates of the long-lasting effect of the group opinion, we analysed MEG activity while participants rated faces during the second session. We found MEG traces of past disagreement or agreement with the peers at the parietal cortices 230 ms after the face onset. The neural activity of the superior parietal lobule, intraparietal sulcus, and precuneus was significantly stronger when the participant’s rating had previously differed from the ratings of the peers. The early MEG correlates of disagreement with the majority were followed by activity in the orbitofrontal cortex 320 ms after the face onset. Altogether, the results reveal the temporal dynamics of the neural mechanism of long-term effects of disagreement with the peer group: early signatures of modified face processing were followed by later markers of long-term social influence on the valuation process at the ventromedial prefrontal cortex.

Communicate belonging? Duoethnography of an organisational change study

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Ivana Crestani ◽  
Jill Fenton Taylor
Keyword(s):  
Change Management ◽  
Sense Of Belonging ◽  
Management Practices ◽  
Organisational Change ◽  
Change Initiatives ◽  
Content Type ◽  
Inclusive Language ◽  
Employee Resistance ◽  
Practical Implications

PurposeThis duoethnography explores feelings of belonging that emerged as being relevant to the participants of a doctoral organisational change study. It challenges the prolific change management models that inadvertently encourage anti-belonging.Design/methodology/approachA change management practitioner and her doctoral supervisor share their dialogic reflections and reflexivity on the case study to open new conversations and raise questions about how communicating belonging enhances practice. They draw on Ubuntu philosophy (Tutu, 1999) to enrich Pinar's currere (1975) for understandings of belonging, interconnectedness, humanity and transformation.FindingsThe authors show how dialogic practice in giving employees a voice, communicating honestly, using inclusive language and affirmation contribute to a stronger sense of belonging. Suppressing the need for belonging can deepen a communication shadow and create employee resistance and alienation. Sharing in each other's personal transformation, the authors assist others in better understanding the feelings of belonging in organisational change.Practical implicationsPractitioners will need to challenge change initiatives that ignore belonging. This requires thinking of people as relationships, rather than as numbers or costs, communicating dialogically, taking care with language in communicating changes and facilitating employees to be active participants where they feel supported.Originality/valueFor both practice and academy, this duoethnography highlights a need for greater humanity in change management practices. This requires increasing the awareness and understanding of an interconnectedness that lies at the essence of belonging or Ubuntu (Tutu, 1999).

Sexuality, Allegory and Interpretation

2020 ◽  
pp. 203-228
Author(s):  
Howard J. Booth
Keyword(s):  
South African ◽  
Narrative Form ◽  
The Political ◽  
Same Sex ◽  
New Approach ◽  
Pilgrim's Progress ◽  
The World ◽  
The Face ◽  
Arctic Summer

Both Damon Galgut’s Arctic Summer and E. M. Forster’s Maurice explore success achieved in the face of society’s hostility to homosexuality. This chapter addresses both novels in terms of allegory and utopian possibility. Whilst Galgut’s adoption of biofiction in Arctic Summer aims to utilize the political and creative possibilities found in early modernist writing, the text’s tight control of narrative form and use of allegory leads to problems – that apparent newness is in fact highly scripted and controlled. Spurred by this consideration of Arctic Summer, a new approach is taken to Maurice that emphasises its openness as a text. The reader is encouraged to engage with issues of interpretation, with Maurice’s own development showing him becoming adept at reading complex, pressured situations. John Bunyan’s The Pilgrim’s Progress is seen as an important intertext both for Maurice and the South African Anglophone tradition to which Galgut belongs. Using Walter Benjamin on natural history and allegory the chapter contends that Maurice, whilst maintaining its stress on how long-term same-sex relationships and cross-class love secure meaning in the world, also depicts a world that is always subject to change, loss and ruination.

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