Organisational change has become inevitable. Although modernity is characterised by change, humans struggle with change as the future becomes increasingly unpredictable. The extended disorder that has become the norm can cause a sense of loss as well as anxiety for individuals, organisations and society. Unrelieved stress becomes perpetual and will undeniably influence organisational change efforts negatively. Thus, the impact of fear, anxiety and stress at an individual and organisational level is accentuated. This study followed a qualitative research approach and adopted a grounded theory methodology. Negative emotions dominated the research data which further indicated that individuals find it difficult to engage with change in a meaningful manner as fear, anxiety and stress dominate. Thus, human reactions to change are discussed, as the organisational challenge seems to be how to find workable methods to reduce fear, anxiety and stress. Else it may become persistent, intense, chronic or recurring. Real-life stresses may then further hamper individual functioning. The researcher conceptualises the anti-leader and anti-manager. These concepts depict the negative characteristics of leadership and management which invariably increase individuals’ fear, anxiety and stress levels. Emotions elicited by the anti-leader or anti-manager could potentially split, divide and fragment a workforce.

中文翻译：

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组织健康：人类对变化的反应

组织变革已成为必然。尽管现代性以变化为特征，但随着未来变得越来越不可预测，人类正在与变化作斗争。扩展的疾病已经成为一种常态，会给个人，组织和社会带来一种失落感和焦虑感。无法缓解的压力将永远存在，并将无可否认地对组织变革的努力产生负面影响。因此，在个人和组织层面上，恐惧，焦虑和压力的影响更加突出。这项研究遵循定性研究方法，并采用了扎根的理论方法。负性情绪主导了研究数据，这进一步表明，由于恐惧，焦虑和压力占主导地位，个人难以以有意义的方式参与变化。因此，讨论了人类对变化的反应，组织面临的挑战似乎是如何找到可行的方法来减少恐惧，焦虑和压力。否则，它可能会变得持久，剧烈，慢性或反复发作​​。现实生活中的压力可能会进一步阻碍个人的功能。研究人员将反领导者和反管理者概念化。这些概念描绘了领导和管理的消极特征，总是会增加个人的恐惧，焦虑和压力水平。反领导者或反管理者引起的情绪可能会分裂，分裂和分散劳动力。这些概念描绘了领导和管理的消极特征，总是会增加个人的恐惧，焦虑和压力水平。反领导者或反管理者引起的情绪可能会分裂，分裂和分散劳动力。这些概念描绘了领导和管理的消极特征，总是会增加个人的恐惧，焦虑和压力水平。反领导者或反管理者引起的情绪可能会分裂，分裂和分散劳动力。