Organizational Behavior: Change Management & Workplace Ethics

The studies that deal with the aspects like multiple viewpoints in an organization (and other levels of analysis of the different points of view) are fundamentally dominated by the working culture of the company. If we go by the textbook we will find that there are mainly three perspectives that generally dominate the sphere of organizational research. These are “modern, post modern and symbolic organizational research” (Wilson 2007). Whenever any organization works, whether it is commercial or non-commercial, many distinct factors come into consideration. The most important part is to understand and ultimately model the factors, to help the companies to use the models for their benefit.

In the case of the organization, it has its own distinct structure and employee culture. This is complexly associated with the company and its work ethics. But due to the growing competition in the corporate sector, the company has to take some harsh decisions for increasing its production of the company. This makes the employees feel that they have lost the closeness with the higher authorities which was one of the very important qualities of the company. There are also a lot of discussions going on in the employees about any subsequent changes in the company and this is making them insecure (Cameron 2009).

The company is deciding to launch some new products and also trying to set up a new plant. And this will increase both working pressures and it will surely bring significant change to the work culture of the company. The employees were incidentally personally identified in the company as they belonged to different sectors and the top management knew all about their expertise. But the new additions of the company can surely create pressure on them.

To discuss the problems that can arise with all the new additions we first list the potential problems that will arise:

  • There will be some problems regarding the work divisions. This is a general problem in all the companies who generally upgrade and also keep their employees. Let us look at the problem from both aspects, from the angle of the employer and the employee. When an employer recruits a person into an organization, he basically thinks that if the person will be helpful in the present setting of the organization. The person will be provided training only for the functions that the organization performs. Similarly, all these things make a person understand the condition of the organization he joins, and so he mentally adjusts himself to the proceedings. One can easily adjust to all the minor changes that always happen inside a company, but in the case of major changes, there can be problems (Hiatt 2007).
  • Let us assume that Mr. A was inducted into the organization and his duties were to work in the D department. After all the changes he has to look after the X, Y, and Z departments along with the D department. The person will have to give more time to his job and he will not be satisfied with the pay package that will be offered in all the senses. This will happen to a number of employees and ultimately will rise to employee dissatisfaction.
  • Major changes in a company mean that all the changes are directed to increase the financial condition of the company. It will also make the company much bigger. Generally, smaller companies have a familiar setting where all the employees are treated like family members. But as an organization grows, it goes to employ more persons and the relations vanish (Cameron 2009).

All of these problems can surely affect the working of the company. Most importantly the existing employees of the company feel insecure in many ways. This can really affect the mentality of the newly inducted employees.

There can be some ways by which the management can solve the problems:

  • In the beginning, the management can arrange for special training for all the employees so that they can be efficient with the new pieces of machinery and processes that the organization has introduced. This can be effective in two ways. First, it will help the employees to be familiar with all the new technologies that have been assembled. And second, all the employees, old and new will get to know each other in all the way which will help them to bond over all the professional matters. This will also bring the essence of the family inside the organization, which the employees were afraid of losing (Hiatt 2007).
  • One of the most important decisions that the management has to take is the restructuring of the payment of the employees. As the work pressure in the company will increase due to the new additions the responsibilities of the employees will increase. So they will demand a hike in salaries. And the management will have to take the right decisions about the new salary structure (Nilsson 2008).

Every new step for the development of a company will always have some restrictions. But the restrictions can not hold out the development of a company in any case. With all the adequate steps the workers of the company will understand that all the steps are basically taken by the management for the improvement of all of them and they will devote themselves to the betterment of the company (Wilson 2007).


Cameron, E. (2009). Making Sense of Change Management: A Complete Guide to the Models, Tools & Techniques of Organizational Change. NY: Kogan Page Publishers.

Hiatt, J. (2007). Change Management: The People Side of Change. LA: Prosci Publishers.

Nilsson, A. (2008). Breaking hierarchies. MI: Uppsala University, Department of Business Studies.

Wilson, D. (2007). A Strategy of Change: Concepts and Controversies in the Management of Change. NY: Cengage Learning EMEA.

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