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.
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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.
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An empirical evaluation of competency requirements for first-line managers to deal with resistance to change.
- Lombard, C.N., Zaaiman, J.J.
- Authors: Lombard, C.N. , Zaaiman, J.J.
- Date: 2004
- Subjects: Change management theory , Change interventions , First line managers
- Type: Article
- Identifier: uj:6527 , http://hdl.handle.net/10210/2726
- Description: Continuous changes in markets needs require effective and corresponding 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 evaluate the competencies required by first-line managers to deal with resistance to change as identified by Lombard & Crafford (2003). The findings of this article are based on an empirical study.
- Full Text:
- Authors: Lombard, C.N. , Zaaiman, J.J.
- Date: 2004
- Subjects: Change management theory , Change interventions , First line managers
- Type: Article
- Identifier: uj:6527 , http://hdl.handle.net/10210/2726
- Description: Continuous changes in markets needs require effective and corresponding 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 evaluate the competencies required by first-line managers to deal with resistance to change as identified by Lombard & Crafford (2003). The findings of this article are based on an empirical study.
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An exploration of individual experiences of constant organisational change.
- Williams, K., Crafford, A., Fourie, L.
- Authors: Williams, K. , Crafford, A. , Fourie, L.
- Date: 2002
- Subjects: Change management practices , Change interventions
- Type: Article
- Identifier: uj:6474 , http://hdl.handle.net/10210/1486
- Description: Ongoing change is an inevitable part of the current organisational context. Change management practices are oftencited as a reason for resistance to change, and as a cause of stress for individuals during change interventions. A qualitative study was undertaken in a technical division of a large South African organisation to explore the individual experiences of employees in the face of constant organisational change. Grounded theory analysis confirmed that constant organisational change and the related change management practices were indeed a source of unpleasant individual experience for employees at the time. Yet, no serious long-term effects of stress were evident. It is suggested that Strümpfer’s (1983–2000) work on salutogenesis and fortigenesis may be useful in explaining the outcome. Further research incorporating larger sample sizes and multiple triangulation methods in the data gathering process is recommended.
- Full Text:
- Authors: Williams, K. , Crafford, A. , Fourie, L.
- Date: 2002
- Subjects: Change management practices , Change interventions
- Type: Article
- Identifier: uj:6474 , http://hdl.handle.net/10210/1486
- Description: Ongoing change is an inevitable part of the current organisational context. Change management practices are oftencited as a reason for resistance to change, and as a cause of stress for individuals during change interventions. A qualitative study was undertaken in a technical division of a large South African organisation to explore the individual experiences of employees in the face of constant organisational change. Grounded theory analysis confirmed that constant organisational change and the related change management practices were indeed a source of unpleasant individual experience for employees at the time. Yet, no serious long-term effects of stress were evident. It is suggested that Strümpfer’s (1983–2000) work on salutogenesis and fortigenesis may be useful in explaining the outcome. Further research incorporating larger sample sizes and multiple triangulation methods in the data gathering process is recommended.
- Full Text:
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