The Effect Of Communication On Employee Perception Of Change In An Organization

The Effect Of Communication ON Employee Perception Of Change In An Organization

Background to the Study

The growing globalization of business and adding competition and technological advancement has led to an adding need to change organizational polices and strategies( Hampel and Martinsons, 2009). The pace of challenges is adding and therefore organizational change is considered necessary( Drucker, 1999).

Organizational change is the nonstop process of aligning an association with its request place and doing it more responsively and effectively than challengers. therefore, organizational change operation is a nonstop process of trial and adaption aimed at matching organizational capabilities to the requirements and dictates of a dynamic business terrain Rogers( 1995).

As similar, in a largely competitive terrain, organizational change becomes necessary for lesser success and excellence. This is due to the energy of the internal and external business terrain. But inspite of the significance of change operation to association success, workers in utmost association repel change, effect to wrong perception and their in capability to acclimatize to new development and shifting from their current point. As similar, organizational scholars have long admit the significance of communication strategy in explanation of organizational change in order to easily communicate in advance, the short and long term effect as well as the benefits and short appearances of similar change operation. This is in order to avoid implicit loss that could arise from cynicism in certain group of workers and accordingly change resistance Langham( 1996).

In association, utmost problems and challenges are generated by competition, advance technology, combinations, expansion, product quality conservation, or enhancing hand effectiveness on the one hand and rapid-fire growth, new business adventure, instigative openings, invention, and new leadership and operation approaches on the other( Madsen et al, 2005). To overcome these challenges, associations are frequently under pressure for survival and stay competitive in future. In similar adverse terrain, hand station and geste to accept organizational change is considered important for operation and change agents for successful organizational change. This is effect to the way in which utmost hand repel change from the onset,

Hence the need to use communication to inform and educate hand on similar organizational change before it commences.

It’s against this background that the experimenter sees the subject matter †œThe effect of communication on employee†™ s perception to change in an organization†good of being delved through this check.

Statement of the problem

Organizational is principally brazened with issue of change resistance by hand. This has been a big challenge as well as manacle to operation of association during similar period. This is attributed to constraints arising from the incapability of operation to communicate similar change in advance through effective communication before perpetration. Communication problems are common place when change aren’t easily linked Lewis( 2007). Not only do they beget a drain on profitability, but also the effectiveness of operation declines. In the work of Dawson( 2006), he editorialized that there are numerous underpinning reasons why communication frequently falls short of the ideas, which are †œaccuracy, trustability, validity, acceptability and effectives, †are addressed with some general issues within the relationship between information and communication in associations.

Lewis( 2007) †™ s exploration findings, the most constantly noted orders of problem encountered by the company in transition are †œcommunicating vision†and negative attitudesâ€. still, it wishes to foster for its success, the signals it sends to workers may be inconsistent or ineffective, If an organization†™ s operation doesn’t consider which communication behaviours. therefore directors should consider conveying clear communication behavour prospects as a abecedarian element of strategy. In doing so, enterprises might pursue communication checkups which involve ethnographic analysis, including experimental and canvassing , to learn exactly what organizational programs are operating Gilsdorf,( 2008). also, Gilsdorf moves on to argue that analysis of organizational culture should be conducted in order to help determine communication strategy used to break the problem.

This has cause association to suffer loss arising from change resistance. Hence the need to delved the effect of communication on employee†™ s perception to change in an association becomes imperative. This is so effect to gap created by shy inquiries on the subject which has great significance to organizational growth.

Exploration Questions

is communication use in managing organizational change?

ii. What forms of communication is used in managing change in an association?

iii. How is communication use in reducing change resistance?

1. What’s the effect of communication on workers productivity during organizational change?