ABSTRACT

Working life is expected to become increasingly dynamic at the expense of routine work. This paper examines how the values of work units relate to changes that make work more dynamic or more structured. Drawing on a mixed-methods design, the paper examines how values that conflict with change objectives relate to challenges when implementing the changes. The paper explains in what situations and why values are relevant for change management. The paper contributes to change management by explicating the role of values when changes in the workplace are implemented and presents a model for integrating values into change communication.

MAD statement

This paper makes a difference by highlighting that an important aspect of change readiness and resistance relates to the consequences that changes have for the fulfilment of basic values. Attitudes to change are thus dependent on how the change process and objective ‘fits’ the change recipients’ values. Building on multiple real-life examples, the paper describes how misalignments between values and changes create challenges for change initiatives. A model that practitioners can use to alleviate potential misalignments by incorporating basic values in their change communication is presented and discussed.

摘要

预计工作生活将以牺牲日常工作为代价变得越来越有活力。本文研究了工作单位的价值如何与使工作更具动态性或更结构化的变化相关联。本文利用混合方法设计，研究了与变革目标冲突的价值观如何与实施变革时的挑战相关联。本文解释了在什么情况下以及为什么价值观与变革管理相关。本文通过解释在工作场所实施变革时价值观的作用来促进变革管理，并提出了将价值观整合到变革沟通中的模型。

疯狂声明

本文通过强调变革准备和阻力的一个重要方面与变革对实现基本价值观的后果有关，从而有所作为。因此，对变革的态度取决于变革过程和目标如何“适应”变革接受者的价值观。本文以多个现实生活中的例子为基础，描述了价值观和变革之间的错位如何为变革举措带来挑战。提出并讨论了一个模型，从业者可以使用该模型通过在他们的变革沟通中纳入基本价值观来减轻潜在的错位。