Introduction to industrial and organizational psychology

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Reference no: EM133734211

Organizational change is a pivotal approach that supports, prepares, and guides individuals, organizations, or teams through significant transformations. One main reason why I feel like organizations fail to achieve the desired results from change initiatives is because they do not have a positive work environment to change. Building and keeping that trust among your employees with the organization and receiving feedback from them is key. Doing this will have a positive organizational climate, with resistance being reduced (Conte & Landy, 2017).

To meet change goals, organizations should understand and incorporate four kinds of responses: openness to change (positive and passive), resistance to change (negative and active), change proactivity (positive and active), and change disengagement (negative and passive) (Oreg et al., 2024). These active responses form engagement in change, which can be useful feedback toward effective change implementations.

Conte, J. M., & Landy, F. J. (n.d.). Work in the 21st Century: An Introduction to Industrial and Organizational Psychology(6th ed.). Wiley.

Oreg, S., Sverdlik, N., Paine, J. W., & Seo, M.-G. (2024a). Activation and valence in responses to organizational change: Development and validation of the change response circumplex scale. Journal of Applied Psychology, 109(1), 135-155.

Reference no: EM133734211

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