Coping with changes in organizations
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| Dokumentumtípus: | Diplomadolgozat |
| Kulcsszavak: | organizational change organizational culture organizational effectiveness organizational sociology social change |
| Online Access: | http://dolgozattar.uni-bge.hu/54167 |
| Kivonat: | In an era marked by rapid globalization and evolving markets, organizations are compelled to adapt and innovate to maintain competitiveness. This transformation is driven by technological advancements, shifting consumer expectations, and changes in geopolitical environments. Adam Kasza's thesis delves into the significance of coping mechanisms in organizational change, focusing on how these mechanisms affect employees' well-being and how managers can support and enhance these processes. The research is particularly concerned with the psychological and emotional aspects of change and their impact on employee engagement, job satisfaction, and mental health. Kasza's study employs a qualitative research method to capture the depth and range of human experiences in response to organizational changes. This approach includes interviews with both managers and employees, allowing for a detailed exploration of the various coping strategies employed and their placement within a broader corporate context. By documenting these experiences, the study aims to provide a comprehensive understanding of how companies can support effective coping mechanisms, thereby enhancing organizational resilience and employee well-being. The motivation behind the research stems from Kasza's personal and professional experiences, highlighting the importance of coping strategies during periods of organizational transformation. The study's insights are expected to contribute to the body of knowledge in this area and potentially advance the practice of efficient change management in enterprises. By examining the interaction between coping mechanisms and personality, the thesis aspires to offer valuable insights and suggestions to firms navigating the complexities of organizational change, prioritizing employee growth and welfare. |
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