Organizational change: Implications of directive change management

Jason A. Hubbart

doi:10.18282/hrms.v6i2.3457

Jason A. Hubbart Davis College of Agriculture, Natural Resources and Design, West Virginia University, Morgantown, WV 26506, USA

Article ID: 3457

262 Views, 196 PDF Downloads

DOI: https://doi.org/10.18282/hrms.v6i2.3457

Keywords: directive change management; coercive strategy; directive strategy; organizational dynamics; employee morale; job security; trust rebuilding; participative decision-making; organizational adaptability

Abstract

This article explores the implications of directive change management, characterized by top-down leadership and minimal employee involvement, on organizational dynamics, employee morale, and job security. This approach’s psychological and operational impacts are underscored, emphasizing the imperative of addressing employee perceptions and fostering trust. Strategies for rebuilding trust and enhancing morale post-directive change management are presented, including transparent communication, participative decision-making, and recognition of employee contributions. The significance of enhancing job security through clear policies, open dialogue, and robust mental health and well-being support systems is highlighted. Practices that encourage job dedication are introduced, emphasizing goal alignment, meaningful work design, and a culture of innovation and continuous improvement. Long-term strategies for cultivating a healthy workplace, such as establishing feedback mechanisms, investing in leadership development, and maintaining organizational adaptability, are also discussed. This brief article is an introductory resource for business leaders, managers, and change practitioners seeking to be better equipped with the necessary tools and strategies to navigate the post-implementation effects of directive change management. It is anticipated that this information can assist leaders and organizations in navigating the challenges of directive change management, promoting resilience, employee well-being, and sustainable organizational success.

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