Motstand og usikkerhet i forandringsprosesser. Hvordan kan dialog og deltagelse tas i bruk for å sikre et vellykket utfall av en organisasjonsforandring?
(2010)Department of Strategic Communication
- Abstract
- Title: Resistance and uncertainty in change processes. How can dialogue and participation be used to ensure a successful implementation of a change initiative? Author: Cathrine Westlie Eidal Advisor: Charlotte Simonsson Problem: Resistance and uncertainty towards change are the main problems why change initiatives fail. There is also a lack in the literature when it comes to how the employees perceive a management initiated change. This raises the question of how the employees can be helpful in ensuring a successful change initiative. Purpose: To show how resistance and uncertainty amongst employees can affect the outcome of a change process, and to look at how dialogue and participation can be used to make the change easier for the... (More)
- Title: Resistance and uncertainty in change processes. How can dialogue and participation be used to ensure a successful implementation of a change initiative? Author: Cathrine Westlie Eidal Advisor: Charlotte Simonsson Problem: Resistance and uncertainty towards change are the main problems why change initiatives fail. There is also a lack in the literature when it comes to how the employees perceive a management initiated change. This raises the question of how the employees can be helpful in ensuring a successful change initiative. Purpose: To show how resistance and uncertainty amongst employees can affect the outcome of a change process, and to look at how dialogue and participation can be used to make the change easier for the employees to cope with. Methodology: Group interviews with 19 employees and individual interviews with two managers at KLP. Conclusions: Employee participation is to some extend important in organizational changes because this helps the employees to see more clearly what effects and consequences (highlight the positive ones, explain the negative ones) the change will lead to. This will in the end help to reduce uncertainty and resistance. (Less)
Please use this url to cite or link to this publication:
http://lup.lub.lu.se/student-papers/record/1614930
- author
- Westlie Eidal, Cathrine
- supervisor
- organization
- year
- 2010
- type
- H2 - Master's Degree (Two Years)
- subject
- keywords
- dialog, organisasjonsforandring, forandringskommunikasjon, deltagelse
- language
- Swedish
- id
- 1614930
- date added to LUP
- 2010-06-13 00:00:00
- date last changed
- 2018-10-18 10:11:32
@misc{1614930,
abstract = {{Title: Resistance and uncertainty in change processes. How can dialogue and participation be used to ensure a successful implementation of a change initiative? Author: Cathrine Westlie Eidal Advisor: Charlotte Simonsson Problem: Resistance and uncertainty towards change are the main problems why change initiatives fail. There is also a lack in the literature when it comes to how the employees perceive a management initiated change. This raises the question of how the employees can be helpful in ensuring a successful change initiative. Purpose: To show how resistance and uncertainty amongst employees can affect the outcome of a change process, and to look at how dialogue and participation can be used to make the change easier for the employees to cope with. Methodology: Group interviews with 19 employees and individual interviews with two managers at KLP. Conclusions: Employee participation is to some extend important in organizational changes because this helps the employees to see more clearly what effects and consequences (highlight the positive ones, explain the negative ones) the change will lead to. This will in the end help to reduce uncertainty and resistance.}},
author = {{Westlie Eidal, Cathrine}},
language = {{swe}},
note = {{Student Paper}},
title = {{Motstand og usikkerhet i forandringsprosesser. Hvordan kan dialog og deltagelse tas i bruk for å sikre et vellykket utfall av en organisasjonsforandring?}},
year = {{2010}},
}