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What are the methods used for job change to be brought in an organisation?
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A worker's job may change following his promotion, demotion, transfer or separation. The effect of a job should never be underestimated. Every job change affects the entire organisation. The whole organisation tends to be affected by change in any part of it. One promotion in a plant leads to a chain of 10 other promotions, some of them requiring moves to another city. Similarly, hundreds of employees may be affected by one lay-off. As a result of job change, employees are required to make new adjustments. Employees generally resist those changes which result in their dislocation by requiring new habit patterns or sacrifices on their part. But this tendency is offset by their desire for new experience and for the rewards that come with change.
It is the responsibility of management to handle change in such a way that the employee's resistance is reduced to the least. Following three methods may be adopted by management to cause people to accept the changes:
(1) Alteration in the environmental forces affecting the employees. This includes better leadership, a change in the formal organisation and new pressures from the informal organisation.
(2) Alteration in the person's perception of the forces affecting the employees. This is primarily achieved through improved communication.
(3) Alteration in the basic value system of the persons involved in the change. This includes laboratory training and psychological counselling methods.
