The effects of stress on attitudes to change

The effects of stress on attitudes to change

Stress in the workplace is a known cause that results in low motivation and morale, reduction in performance, high turnover and low job turnover, accidents, low job fulfilment, low-value products and services, conflicts and poor communication. In most cases, the employees are against change; they negatively affect it. The management must involve in the change process need to understand that it comes with a lot of pressure that they impose on the employees; therefore, it’s necessary to regulate the pressure. The organization should come up and incorporate stress management programs that will be helpful in the process of change. Stress is seen as one factor that hinders change in the public sector. Similarly, in the case where there is stress management and the impacts of stress on change, there is no such evidence on how stress influences change.

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A positive attitude towards change positively impacts accomplishing and achieving an organization’s objectives and goals that are important for a successful transition. The organization itself can also develop a negative attitude change; they view it as stressful. Employees negative attitude to change can influence their drive to change, turn over and efficiency in general. Sentiments and responses to change can be so exhaustive that the literature in organizational change has associated them with individual answers to disturbing changes such as grief and death. It’s revealed that the traumatic instances that individuals go through as a result of change result in denial, anger, depression, resignation etc.

People are not always comfortable with the change process since going from the known to the unknown. Therefore, there is a lot of resistance to it. These negative attitudes towards change also hurt the organization. It increases pressure on the organization from change implementation among the workers who may have stress and increase the rate of tension.

Attitudes, beliefs and perceptions play a significant role in organizational change. Unless people are willing to change the negative attitude towards change, nothing, much will happen. There the top management should be at the forefront to convince, train, educate and allocate necessary resources for change. They should also be willing to participate fully in the process rather than leaving it to others. The change will always be a stressful experience in the public sector organization. Unless they are ready to overcome and put measures that motivate the stakeholders, it will always be difficult.

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