Comprehensive Summary of Oreg et al. (2018) on Organizational Change PDF

Comprehensive Summary of Oreg et al. (2018) on Organizational Change Author : AI PDF GPT Date : 2024-09-30 Introduction This report provides a detailed and comprehensive summary of the document 'An Affect-Based Model of Recipients' Responses to Org...

Comprehensive Summary of Oreg et al. (2018) on Organizational Change Author : AI PDF GPT Date : 2024-09-30 Introduction This report provides a detailed and comprehensive summary of the document 'An Affect-Based Model of Recipients' Responses to Organizational Change Events' by Shaul Oreg, Jean Bartunek, Gayoung Lee, and Boram Do (2018). The summary covers key concepts, frameworks, behaviors, and competencies essential for understanding the affect-based model of organizational change. Key Concepts and Definitions 1. Affect-Based Model: The model highlights the importance of emotional (affective) responses to organizational change and the role of recipients, rather than focusing solely on the actions of change agents. 2. Valence and Activation: Valence refers to the positive or negative nature of emotions, while activation relates to the energy level, ranging from passive to active emotions. 3. Emotional Episode: A sequence of affective processes triggered by change events, including feelings, appraisals, and behavioral responses. 4. Circumplex Model: A mapping of emotional responses along valence (positive/ negative) and activation (active/passive). Key Frameworks 1. Cognitive Appraisal Theory: This framework explains how recipients evaluate change events based on goal relevance (importance) and goal congruence (alignment with personal or organizational goals). 2. Behavioral Responses: Four key responses are described: Change Acceptance (positive, passive), Change Disengagement (negative, passive), Change Resistance (negative, active), and Change Proactivity (positive, active). 3. Affective and Behavioral Alignment: Emotions and behaviors tend to align; positive emotions lead to supportive behaviors, while negative emotions lead to opposition or withdrawal. Research Findings 1. Valence and Activation as Independent Dimensions: Both dimensions are crucial for understanding behaviors; positive or negative emotions can be active or passive. 2. Change Resistance: Resistance, though often seen negatively, can offer constructive feedback if managed properly. 3. Complexity of Responses: Reactions to change are not just binary (support vs. resistance) but exist on a continuum involving various combinations of valence and activation. Strategic Insights 1. Managing Affective Responses: Leaders should foster active positive emotions rather than just passive compliance, which may not provide feedback. 2. Encouraging Proactive Change: Proactivity leads to creativity but requires flexibility from leaders. 3. Recognizing Disengagement: Leaders need to identify signs of disengagement and resistance early to prevent escalation. Conclusion The model provides a nuanced view of recipients' emotional and behavioral responses to organizational change. By managing appraisals, emotions, and responses, leaders can better navigate the complexities of organizational change.