Failure in Organizational Change

Kunert, Sebastian; Staar, Henning

doi:10.1007/978-3-319-72757-8_2

Cited by 3 publications

(5 citation statements)

References 23 publications

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“…Only one third of all employees reach retirement age while working. The main reasons for this are early invalidity due to reduced earning capacity caused by diseases of the circulatory system, the musculoskeletal system, mental illness and cancer (Grossmann & Scala, 2011;Kunert, 2014). However, due to demographic developments, fewer and fewer young people are available for the labour market.…”

Section: Discussionmentioning

confidence: 99%

“…There can be no patent remedy for all companies, but the range of sports and sports facilities on offer should always depend on the needs and wishes of the employees. If the motives of the employees are ascertained by the employer and are also sufficiently taken into account in the decision-making process, conflicts of interest and lack of demand can be avoided in advance (Bechmann et al, 2010;Kunert, 2014). In such a case, the manifold advantages and benefits of company sports activities can be fully appreciated by all the players involved.…”

Section: Effectiveness Of Workplace Health Promotion Through Sport An...mentioning

confidence: 99%

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Company Sport in Germany and its Importance for the Health Promotion of Employees

Zarotis¹

2020

Arch Phys Health Sport Med

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Due to the increasing technological development of modern industrial countries the necessity for muscular work or physical activity is decreasing more and more. The increasing sedentary activity in both private and professional life has led to alarming health problems in recent years. As a result of a passive lifestyle, people are increasingly displaying typical symptoms such as obesity, high blood pressure, metabolic disorders, as well as postural deformities and damage to the musculoskeletal system. The aim of this study is to identify health burdens at the workplace and to initiate measures through company sport to reduce health risks and to strengthen health-promoting resources. The method used in this study was a review of the relevant literature. By analysing various research results we discovered that a targeted movement-oriented intervention can serve to strengthen the cardio-vascular system and prevent musculoskeletal disorders. For health promotion and prevention, the relevance of sports activity or resumption of sports activities becomes evident. The wishes and ideas of employers and employees should be taken into account when putting together the measures in order to provide an incentive towards a long-term health-promoting programme. Overall, physical activity is becoming increasingly important in the field of primary and secondary prevention. Measures for individual counselling and support must be taken in order to counteract the diseases of civilisation in the future and thus also the costs for the companies and the health system. A holistic approach to company sport for health promotion deals with the psychosocial dimension of health in addition to somatic-physiological aspects. The prerequisite for a successful intervention is the establishment of suitable effective programmes and their longterm implementation and acceptance at all levels of the company.

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Section: Discussionmentioning

confidence: 99%

Section: Effectiveness Of Workplace Health Promotion Through Sport An...mentioning

confidence: 99%

Company Sport in Germany and its Importance for the Health Promotion of Employees

Zarotis¹

2020

Arch Phys Health Sport Med

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“…Organizational failure in the context of change has been recognized as a deviation from expected and desired outcomes (Schwarz, Bouckenooghe, & Vakola, 2021). A lack of knowledge about the future state is often identified as the primary reason for change failure (Kunert & Staar, 2018). Furthermore, organizational culture is recognized to be a critical factor for successful change; it is considered to be a shared social mindset and the starting point for all internal and external communication and cooperation processes (Schein, 1985(Schein, , 2010Schein, Turner, Schein, & Hayes, 2021).…”

Section: Failure Factors In Organizational Changementioning

confidence: 99%

“…Commonly cited failure factors include lack of alignment between values, norms, and behaviors; inadequate communication of goals, processes, and directions; lack of a change vision; lack of management commitment and support; and people's resistance to change (Cameron & Green, 2019;Kotter, 2012;Kunert & Staar, 2018;Srivastava & Agrawal, 2020). Four success factors are typically identified: communication of goals, processes, and direction; a vision/change message; early and active involvement of affected individuals; and commitment, involvement, participation, support, and presence from top management (Dempsey, Geitner, Brennan, & McAvoy, 2021).…”

Section: Introductionmentioning

confidence: 99%

New Insights in the Basic Psychological Needs of Leaders Not to Fail Organizational Change: Post-Pandemic View on Leader’s Experience—A Qualitative Content Analysis

Krauter

2023

OJL

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Purpose: This paper aims to uncover underlying mechanisms and basic psychological needs of leaders that will enable them to cope with organizational change in a multi-crisis context. Design/Methodology/Approach: This study uses the qualitative research approach of qualitative content analysis to explore leader's positive and negative experiences during change in a multi-crisis context. Findings: This research highlights the critical role of leaders' basic psychological needs in organizational change within a multi-crisis context, thereby illustrating the necessity of providing need-based experiences and need-supported change designs. This study has recognized the importance of taking into consideration all four identified levels of change: personal, situational, decisional, and transitional-when implementing change initiatives, as a need-supported change design. Data indicate that, despite expressing a leader's strong need for involvement and community, the need is not adequately satisfied by rituals and communitas. These results indicate the need to integrate both success factors and failure factors in a simultaneous manner to increase leader's positive experiences and reduce negative experiences during change, with the aim of providing need-based experiences. Originality/Value: This paper provides new findings and theoretical descriptions in the understudied area of a leader's basic psychological needs and emerged success and failure factors during change in a multi-crisis context.

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“…If a company does not make changes properly, the company will not be able to optimize the effectiveness of its organization. Thus, the company cannot compete in global economic development and will possibly threaten the existence of the organization (Kunert and Staar, 2018),…”

Section: Introductionmentioning

confidence: 99%

Getting Prepared: Employee Readiness for Changes

Faris¹,

Kadiyono²

2019

Proceedings of the Proceedings of the 1st International Conference on Finance Economics and Business, ICOFEB 2018, 12-13 Novemb

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Considering the development of current global economy, every organization is required to continue to adapt and make changes to the progress of their organization. Changes made by the company require the management to prepare their employees to make some changes that are expected to be successfully implemented. This research was conducted to identify what employees need to prepare to deal with changes. Respondent in this research were 92 employees who have worked for at least 1 year in the head office and the factory of manufacturer and distribution of veterinary drugs in Bandung city which is currently experiencing a change in business direction and implementing new strategies. This research data was obtained through questionnaire method. The questionnaire used in this study was a readiness for changes questionnaire to measure employee's beliefs, attitudes, and intentions towards changes that occur. Data were analyzed quantitatively through descriptive statistical analysis.The result of this study showed that employees have not reached the condition of complete readiness to deal with changes that occur in the company. It indicates that there are other findings showing that dimensions of beliefs have a significant contribution to employees' readiness for changes.

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Failure in Organizational Change

Cited by 3 publications

References 23 publications

Company Sport in Germany and its Importance for the Health Promotion of Employees

Company Sport in Germany and its Importance for the Health Promotion of Employees

New Insights in the Basic Psychological Needs of Leaders Not to Fail Organizational Change: Post-Pandemic View on Leader’s Experience—A Qualitative Content Analysis

Getting Prepared: Employee Readiness for Changes

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