THE ROLE OF THE EMOTIONAL COMPONENT IN INDIVIDUALS' PERCEPTIONS FOR ORGANIZATIONAL CHANGE Cover Image
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РОЛЯТА НА ЕМОЦИОНАЛНАТА КОМПОНЕНТА В ПЕРЦЕПЦИИТЕ НА ИНДИВИДИТЕ ЗА ОРГАНИЗАЦИОННАТАПРОМЯНА
THE ROLE OF THE EMOTIONAL COMPONENT IN INDIVIDUALS' PERCEPTIONS FOR ORGANIZATIONAL CHANGE

Author(s): Irina Stoynova
Subject(s): Psychology
Published by: Институт за изследване на населението и човека - Българска академия на науките

Summary/Abstract: The main inspiration for making this transaction comes together with the current need to focus on the pressure coming from the new economic realities, emerging from the process of forthcoming incorporation of our country to European Union. Bulgarian business and non-governmental organizations, public institutions and state departments will have to change: to change their working strategy and strategy priorities, their management style, their technology of work, etc. Although the practitioners in the field of management often support the idea that one organizational change is useful in short-term plan, we cannot neglect the conclusion that there are a lot of changes which face people in organizations who prefer old technology rather than the new one, like better "the old way of doing things" rather than the new way. Another disturbing fact is that great number of organizational changes intended to improve organizational functioning, actually ends leaving organizations in unstable condition, decreasing their strength and puts organizations in crisis and even threatening their survival. The mostly perfect planned organizational change is impossible to lead to effective outcomes without taking into account the human factor which interferes with the impact of any organizational change — the personal determinants namely. One of the dominated, but poorly examined phenomena of the organizational change is that the change first is needed to occur inside the individual, to be supported on individual level and subjective meaning of change to be given in order the change to take place in the context of formal organization. Although many of the practitioners of management and the specialists in the field of organizational change have gained good knowledge about the best way for planning and implementing any organizational change, they are still poorly equipped in dealing with the organizational impact on individuals in work environment.

  • Issue Year: 08/2005
  • Issue No: 3
  • Page Range: 119-125
  • Page Count: 7
  • Language: Bulgarian