Competency requirements for first-line managers to deal with resistance to change.
- Authors: Lombard, C.N. , Crafford, A.
- Date: 2003
- Subjects: Change management , First-line managers , Change interventions
- Type: Article
- Identifier: uj:6475 , http://hdl.handle.net/10210/1487
- Description: Continuous changes in the needs of markets require effective change management at all levels in organisations. First-line managers are directly responsible for meeting the demands of clients and resistance to change at this level could result in sub-standard outputs. The effectiveness of change interventions will be largely determined by the competence of first-line managers to facilitate the desired change taking into account resistance to change. The purpose of this article is to identify competencies required by first-line managers to deal with resistance to change. The findings are based on a literature study and functional analysis.
- Full Text:
- Authors: Lombard, C.N. , Crafford, A.
- Date: 2003
- Subjects: Change management , First-line managers , Change interventions
- Type: Article
- Identifier: uj:6475 , http://hdl.handle.net/10210/1487
- Description: Continuous changes in the needs of markets require effective change management at all levels in organisations. First-line managers are directly responsible for meeting the demands of clients and resistance to change at this level could result in sub-standard outputs. The effectiveness of change interventions will be largely determined by the competence of first-line managers to facilitate the desired change taking into account resistance to change. The purpose of this article is to identify competencies required by first-line managers to deal with resistance to change. The findings are based on a literature study and functional analysis.
- Full Text:
The Development and Validation of the Communicating for Change Questionnaire
- Coetzee, CJH, Fourie, Linda, Roodt, Gert
- Authors: Coetzee, CJH , Fourie, Linda , Roodt, Gert
- Date: 2002
- Subjects: Communicating for change , Organisational change , Change management , Change interventions , Likert-type response , Cronbach Alpha
- Type: Article
- Identifier: uj:6418 , http://hdl.handle.net/10210/124
- Description: The aim of this study was to develop and validate a questionnaire that measures the effectiveness of communication during organisational change interventions. A draft questionnaire was completed by a sample of convenience comprising 521 participants. The questionnaire contained 109 items in question format with a Likert-type response scale anchored at the extreme ends. The data was factor analysed and an iterative item analysis was executed. The results yielded a single scale with a Cronbach Alpha coefficient of 0,99. It is concluded, therefore, that the conceptualised domain of “communicating-for-change” could be measured successfully through the use of the instrument developed in this study.
- Full Text:
- Authors: Coetzee, CJH , Fourie, Linda , Roodt, Gert
- Date: 2002
- Subjects: Communicating for change , Organisational change , Change management , Change interventions , Likert-type response , Cronbach Alpha
- Type: Article
- Identifier: uj:6418 , http://hdl.handle.net/10210/124
- Description: The aim of this study was to develop and validate a questionnaire that measures the effectiveness of communication during organisational change interventions. A draft questionnaire was completed by a sample of convenience comprising 521 participants. The questionnaire contained 109 items in question format with a Likert-type response scale anchored at the extreme ends. The data was factor analysed and an iterative item analysis was executed. The results yielded a single scale with a Cronbach Alpha coefficient of 0,99. It is concluded, therefore, that the conceptualised domain of “communicating-for-change” could be measured successfully through the use of the instrument developed in this study.
- Full Text:
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