Developing criteria for healthy organizational change

• Published in: Work and stress Vol. 21; no. 3; pp. 243 - 263
• Main Authors: Saksvik, Per Øystein, Tvedt, Sturle Danielsen, Nytrø, Kjell, Andersen, Gunn Robstad, Andersen, Thale Kvernberg, Buvik, Marte Pettersen, Torvatn, Hans
• Format: Journal Article
• Language: English
• Published: London Taylor & Francis Group 01-07-2007; Taylor & Francis
• Subjects: Biological and medical sciences; change processes; constructive conflicts; diversity; Fundamental and applied biological sciences. Psychology; local norms; manager availability; occupational health; Occupational psychology; Organizational change; Psychology. Psychoanalysis. Psychiatry; Psychology. Psychophysiology; role clarification; Work condition. Job performance. Stress; Norway; Social environment; Availability; Human; constructive conflicts; role clarification; Well being; Manager; occupational health; Stress; change processes; Occupational environment; diversity; Conflict; Organizational change; manager availability; local norms
• ISSN: 0267-8373; 1464-5335
• DOI: 10.1080/02678370701685707

The objective of this study was to identify criteria for healthy change in organizations and to develop practical guidelines for intended change. We aimed to explore how change processes at the shop floor level can be better informed by consultants and labour inspectors. A total of 180 interviews were conducted with managers and employees in 90 units of public and private organizations in Norway. The interviews were analysed through four steps representing an expansion of grounded theory, and converted to qualitative analysis using QSR and N6 software. We found that organizational change processes were better managed by more attention to awareness of the local norms and diversity among employees in the perception and reactions to change efforts. An inspector or consultant should be aware of these phenomena in any change effort and tell the organization how to deal with them. The other three factors identified were early role clarification, manager availability, and using constructive conflicts to deal with change. They are all important coping mechanisms at the organizational level that will bring change processes onto a more optimal track if correctly managed. A healthy process empowers individuals instead of making them insecure and defensive in times of change. This will help them restore perceived control and promote job security, which benefits both them and the organization.