- The Stressful effects of Organizational change due to the ...
The Stressful effects of Organizational change due to the Lack of Control
Aim of the study and strategies employed
The aim of this study is to systematically review available
literature on stressful effects of organizational changes resulting
from perceived lack of control.
Ogranisational change is inevitable. Although Schabracq and Cooper
(2000) view that individuals tend to indulge in repetitive jobs as
it provides skills and expertise. Skills and expertise in turn
provide a sense of control and equilibrium in work. Change is
welcomed if it means complementing or adding to the already
However, in today's work interface rapid ongoing change has
become the new meaning of stability. Skills quickly become obsolete
which takes away the employees sense of control.
The paradigmatic changes in organizations include takeovers,
mergers, acquisitions, management buy-outs, outsourcing,
organisational restructuring, and re-engineering are Globalisation
and technological advancements are all examples of organisational
Stress resulting from alterations in the work environment is well
documented. Research on organizational change leading to
stress/strain and decreased well being has been obtained in two
ways: studying the factors that lead to the stress (e.g. job
demands, lack of control, lack of training, etc) is one way and the
other way is obtained by studying the direct effects of
Cork (2005) contends that the models should be used proactively
rather than retrospectively. This helps in addressing some of the
dimensions and consequences of change. Such a consideration does
not guarantee the success of future change, nor does it spur
employees on to become innovative and generate new ways of working.
However, (Cork 2005) suggests this could simplify the process and
allow employees to become more receptive to change and realise the
opportunities that exist in contemporary practice
Thus a Holistic approach integrates prevention of major problems
and risk factors, by using:
- A participative design of the innovation and implementation
- User oriented design.
- A stress reducing job design and
- Adequate training programme, a personal help network system and
enhancing self organizing ability to actively design and manage all
current and future technological and job changes.
Schabracq, Winnubst and Cooper (2003) provide a necessary view
"It would be better to give reliable information about risks and
combine it with an optimistic and courageous personal statement
saying that it will be possible to manage the risk in case where
the future consequences are predictable and really dangerous it is
often better for whole organization to find a small team of
volunteers to start a pilot study to test the consequences. This
example shows that investing in concrete information in advance
pays, reducing typical insecurities and negative attitudes of the