Communication And Its Effects On Employees 's Perceptions Towards Organizational Changes

902 Words Nov 24th, 2015 4 Pages
Introduction
Communication and its effects on employee’s perceptions towards organizational changes have been extensively studied. Communication, if poorly managed, can lead to negative consequences including employee’s frustration, uncertainty, change contempt (Frahm & Brown (2007), Bordia, Hunt, & Paulsen (2004)), psychological strain, low job satisfaction, and increase in turnover intention (Bordia, Hunt, & Paulsen (2004)). If effectively managed, communication can result in multiple positive effects such as employee’s positive perception towards change process, change acceptance (Frahm & Brown (2007)), perception of justice within the organization (Nese (2014)), and change-based momentum (Jansen (2004)). In this paper, I would like to explore how two communication approaches – programmatic and participatory - can be used to improve employee’s positive perceptions towards organizational changes. The paper is divided into three sections. It starts with a summary of employee’s perceptions towards organizational changes. The effects of communication on employee’s perceptions towards organizational changes will follow. The last section is a comparison of the strengths and weaknesses of programmatic and participatory approaches through the analysis of empirical studies.
Employee’s perception towards organizational changes
According to Bordia, Hunt & Paulsen (2004), uncertainty is “an individual’s perceived inability to predict something accurately”. Employee’s feeling of…
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