As a qualitatively important part of this human capital mass is reduced, there is less impact of future learning as firm-specific knowledge, which could be combined with emergent information to create new capabilities disappears. (Majumdar, 1999).
Organizational change theory.
The organizational change theory focuses on the difference in form, quality or state over.
time in an organizational entity. The process of change implies necessary uncertainty for those involved, managers and employees, which further means that, in the approach to change, intrinsic resistance to changes needs to be broken before the new situation arises, and can function effectively.
Change does not happen by itself and the change process cannot be left to itself. The variables are complex and the change process needs to be managed. (Keuning, 1998).
Downsizing and layoffs introduce many different changes in an organization including change in how comfortable and secure each individual feels within the organization. Change effects us all in different ways but the reality is that dealing with change is a complex and stressful process. (Tosi, Mero, Rizzo, 2001).
During any change, members of an organization have:.
Different ways of regarding change.
Different amounts of experience and practice in change management. .
Different ways of reacting to change. .
Different amounts of change occurring in other areas of their lives.
Different amounts of impact from the current changes and stress producing situations.
Different amounts and types of support from spouses, significant other, children, friends, supervisor, and co-workers. .
All of these and other issues influence the ability of each individual to manage work place change, to continue to function productively at work. It is important to recognize that people may not be capable of performing exactly as they have in the past during times of intense change. (Heathfield).
Typically, there are strong resistances to change.