Change fatigue
Concept in organisational change management
From Wikipedia, the free encyclopedia
Organizational change fatigue or change fatigue is a general sense of apathy or passive resignation towards organizational changes by individuals or teams, said to arise when too much change takes place,[1] or when a significant change follows immediately on an earlier change.[2] When change fatique arises, organizational change efforts can become unfocused, uninspired and unsuccessful, and individuals involved in change experience burn-out and become frustrated.[3]
Avoidance
Various business writers have identified ways of avoiding change fatigue including reductions in the number of organisational change initiatives, making change happen on a smaller scale and countering "the notion that you need heroic leaders in order to have meaningful, sustained change."[2] Development of resilience and resourcefulness among those affected by change have been seen as beneficial considerations.[4]
See also
- Ambidextrous organization
- Change management
- Collaboration
- Group dynamics
- Industrial and organizational psychology
- Managing change
- Organizational communication
- Organizational climate
- Organizational culture
- Organizational diagnostics
- Organizational engineering
- Organizational learning
- Organizational performance
- Performance improvement
- Team building
- Team composition