Today's core assumption is that change within organizations can,
should and must be managed and therefore the only constant of today
is change. Much emphasis has been on resistance to change efforts.
This book, however, will focus on the opposite end of resistance:
readiness for change. Moreover, this book will study readiness for
change from a social exchange perspective. The developed framework
matches the social exchange process with the appropriate definition
of trust (LMX and fairness). In addition, two personality factors
are proposed to influence the relationship. The analysis gives
insight in the importance to prepare workers for change before
actually trying to implement these programs. This topic should be
especially useful for professionals in the field of Human Resource
(Development) or other professionals facing change management
issues.
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