The primary purpose of this book was to research the impact of stressorsrelated to continuous change and persistent change initiatives, hypothesizedas enervative change, specifically on the employee's level of job stress andjob satisfaction. A matrix was developed to identity "change groups." Thematrix represents four potential states of an organization (business as usual,reactive, adaptive and enervative) related to their change profile and levels ofstress. The findings support the concept of enervative change. The enervativechange group had the highest level of change initiatives, the highest level ofpersonal impact by the change initiatives and the lowest level of jobsatisfaction. Further, the study supported prior studies that had found adirect inverse relationship between change, job stress, and job satisfactionand the studies that have identified stress frequency as the larger contributorto employee stress. Utilizing U.S. Military research into combat stress and theresearch into the adaptive enterprise, a new change management framework(C5) is proposed as means to offset the debilitating impact of enervativechange on employee job satisfaction.
Enervative Change- The Impact of Change Initiatives on Employee Job Satisfaction
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The primary purpose of this book was to research the impact of stressorsrelated to continuous change and persistent change initiatives, hypothesizedas enervative change, specifically on the employee's level of job stress andjob satisfaction. A matrix was developed to identity "change groups." Thematrix represents four potential states of an organization (business as usual,reactive, adaptive and enervative) related to their change profile and levels ofstress. The findings support the concept of enervative change. The enervativechange group had the highest level of change initiatives, the highest level ofpersonal impact by the change initiatives and the lowest level of jobsatisfaction. Further, the study supported prior studies that had found adirect inverse relationship between change, job stress, and job satisfactionand the studies that have identified stress frequency as the larger contributorto employee stress. Utilizing U.S. Military research into combat stress and theresearch into the adaptive enterprise, a new change management framework(C5) is proposed as means to offset the debilitating impact of enervativechange on employee job satisfaction.
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