Increased competition and globalization compels most organizations to become innovative and adopt change
approaches. Business Process Reengineering is one of the most popular change management approaches that can
bring incredible solutions to corporations. BPR has arisen as a solution for companies to improve their
performances; elevate their efficiencies and gain a competitive advantage in this everlastingly developing and
changing world. Even though there have been successful and unsuccessful cases stated in the literature, BPR has
been touted as a vital management tool in order to achieve dramatic improvements and organizational
competitiveness, if it is implemented properly and carefully. In this context; with this study, we analyze Business
Process Reengineering as today’s prominent management trend for organizational change, examine an
reengineering project that has been undertaken in a multinational electronics and electrical equipment company,
make suggestions for the areas that can be improved, and finally present survey results of employees` point of
view regarding this project in their company.
In today’s competitive business world, change is inevitable for organizations. During an organizational change, the toughest challenge of organizational leaders is to manage employee resistance to change. It is well established in literature that employee resistance is one of the leading causes for the failure of organizational change efforts. The purpose of this paper is to explore the impact of psychological empowerment and organizational citizenship behaviors on employee resistance to change. It also investigates if psychological empowerment can be used as a human resource management strategy during a planned change in order to increase commitment to change. The study took place in Turkey in a private company which went under a strategic organizational change recently. Survey collection from employees and interviews with two human resource managers were the main tools in collecting information. The results from 85 respondents showed that both psychological empowerment and organizational citizenship behaviors have significant negative influence on employee resistance to change. The interview results showed that through psychological empowerment, employees were more involved in change process, took active role in decision making and were more committed to the change. The implications of the study can be used by organizational change practitioners to maintain employees’ positive reactions to change by considering psychological empowerment and organizational citizenship behaviors as a tool to lower the level of resistance.
Every organization faces some type of change in today's business world. Research shows that organizational change initiatives fail at an alarming rate. One rationale for not being able to manage change through to success is a failure to create readiness for change in the first place. Additionally, low readiness leads to active resistance. In order to have a successful, painless change process, organizations need their employees support the change, in other words, employees need to be "bought in" and committed. Employees will support change, if they are ready for it. In this frame work, it is important to understand the employee readiness concept and its antecedents in order to create the right change strategies. This study focuses on the impact of job insecurity, role ambiguity, self monitoring and perceived fairness of previous change on individual readiness for change. The survey of this study is conducted on 464 employees who experienced at least one organizational change in previous year in their organization. The obtained data from the questionnaires are analyzed through the SPSS. Analyses results revealed that job insecurity, role ambiguity, self monitoring and perceived fairness of previous change have impact on readiness for change. These meaningful results will provide some useful guidance to managers, change agents, practitioners and consultants.
Embracing constant and continuous change is a necessity for business success. An organisation must be in a continuous state of change readiness. Researchers have confirmed that for organisational readiness, individual employees must also be open, prepared, and ready for change. Researchers and practitioners have both found employee readiness to be a critical factor in successful change efforts. This study presents the impact of employee perception of human resource management practices on employee readiness for change during pre-mergers and acquisitions. A total of 235 employees from the three largest food companies in Istanbul participated in the study. The data was analysed using correlation and regression analysis. The results show that employees' positive perceptions of the company's career development, compensation, and communication practices positively affect their readiness for mergers and acquisitions.
The pace of change in technology has accelerated rapidly in the past decade providing various opportunities to companies to improve their efficiency and competitiveness. One of the useful and cost effective technological innovation is electronic data interchange (EDI). EDI has being increasingly used in many industries, as companies realized the potential benefits and competitive advantages of adopting electronic data exchange in their operations. EDI is strategically important, because good information systems are critical to the survival of many organizations. This paper presents an application of EDI in a SME in automotive industry in Turkey. With this study, our aim is to show the benefits of using EDI applications, explain how companies easily implement EDI in their system and what the advantages of these applications are
scite is a Brooklyn-based organization that helps researchers better discover and understand research articles through Smart Citations–citations that display the context of the citation and describe whether the article provides supporting or contrasting evidence. scite is used by students and researchers from around the world and is funded in part by the National Science Foundation and the National Institute on Drug Abuse of the National Institutes of Health.
customersupport@researchsolutions.com
10624 S. Eastern Ave., Ste. A-614
Henderson, NV 89052, USA
This site is protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply.
Copyright © 2024 scite LLC. All rights reserved.
Made with 💙 for researchers
Part of the Research Solutions Family.