TITLE

Telling ’em How It Will Be: Previewing Pain of Risky Change in Initial Announcements

AUTHOR(S)
Lewis, Laurie K.; Laster, Nicole; Kulkarni, Vaibhavi
PUB. DATE
July 2013
SOURCE
Journal of Business Communication;Jul2013, Vol. 50 Issue 3, p278
SOURCE TYPE
Academic Journal
DOC. TYPE
Article
ABSTRACT
Implementers need to decide the degree to which to preview the challenges and possible downsides of a change process. Scant research has explored the announcement of planned change—especially regarding the previewing of potential painful or stressful effects of the process. This study uses a pen-and-paper experimental method with a sample of 218 working adults to examine the extent to which acknowledging potentially negative aspects of change in announcements heightens perceptions of honesty and trustworthiness of implementers. Also, we sought to explore the effects of these negative previews on initial favorability toward changes and on stakeholders’ subsequent communication targets and purposes for communication. We found that previews of possible negatives did not increase initial favorability or judgments of credibility of implementers. We found high-risk change creates a challenging context. Future research needs to consider whether refutational messages are necessary for high-risk change announcements.
ACCESSION #
87999977

 

Related Articles

  • FIRST-CLASS COACH. Kennett, Miranda // Management Today;Mar2012, p62 

    The article provides an answer to a question of what is the best way for employees to handle organizational changes.

  • It's My Opinion!: Staff Development. Clapp, Ann // Tennessee Libraries;Mar2011, Vol. 61 Issue 1, p5 

    The article reports on the different stages of employee's reaction to change in an organization. It mentions that people should be given time, space, and freedom to be able to adopt to the change in an organization. It mentions that the managers should not punish employees for not immediately...

  • FORCES THAT ENHANCE OR REDUCE EMPLOYEE RESISTANCE TO CHANGE. Mariana, Predişcan; Daniela, Braduţanu; Nadina, Roiban Roxana // Annals of the University of Oradea, Economic Science Series;Jul2013, Vol. 22 Issue 1, p1606 

    This paper is part of change management. The extent to which managers succeed to reduce the resistance to change from the part of the affected employees contributes greatly to the achievement of the targeted objectives that follow a change process. This paper aims to present a number of forces...

  • Think Ahead To Lead Your Employees Through Change.  // Successful Supervisor;2014, Vol. 19 Issue 1, p8 

    The article offers suggestions to supervisors for dealing with employee resistance to implement an organizational change. Topics discussed include summarizing the organizational change's benefits to employees, opportunity provided to employees to discuss the change in an open forum and...

  • Leadership and learning. Matthews, Paul // Training Journal;Jul2012, p60 

    The author discusses the relationships between engagement, learning, and leadership in business contexts. According to the author, a leader's vision requires change, and change requires learning from engaged employees through goals. Topics include corporate policies that inhibit change, the...

  • Improving Change Implementation. Stragalas, Nicole // OD Practitioner;Winter2010, Vol. 42 Issue 1, p31 

    The article focuses on the change implementation model that corporate management must provide to their employees using the John Kotter framework. The Kotter model shows that managers must be positive and offer proactive explanations to illustrate the connection between new approaches and...

  • Innovación. Maroto, Juan Carrión // Capital Humano;Sep2012, Vol. 25 Issue 268, p24 

    No abstract available.

  • Change management a driver of Employee engagement. Kamalakkannan, P.; Rani, K. Jawahar // International Journal of Exclusive Management Research;Jun2014, Vol. 4 Issue 6, p1 

    The growing level of uncertainty in the business environment requires organizations to continuously adapt to changes and accommodate different needs of the workforce. Organizations often compete and attempt to survive by lowering prices, cutting costs, redesigning business processes and...

  • Four Ways to Help Employees Adapt Quickly to Change.  // T+D;Jun2012, Vol. 66 Issue 6, p19 

    The article focuses on four methods that companies can help employees adapt quickly during times of organizational change. It comments on the use of virtual and classroom training and suggests virtual training allows employees to feel in control over training and classroom training reinforces...

Share

Read the Article

Courtesy of VIRGINIA BEACH PUBLIC LIBRARY AND SYSTEM

Sorry, but this item is not currently available from your library.

Try another library?
Sign out of this library

Other Topics