In this article Choi examines concepts of individual readiness for organizational change through literature review and suggests that individuals may be more likely to adopt organizational change when they perceive rationally that there is something for them to gain by the changes. The aptitude for organizational change led by individuals is not characterized solely as self-interest or self-preservation but that individuals are social beings committed to their institutions and willing to conform to communicated meanings, and norms particularly when they believe they are improving the capabilities of the system and fostering growth for others.
In a roundabout way, this article is a re-articulation of the battle between leadership by compliance and leadership by commitment. While organizations may frame the benefits of change as positive for the organization and its members, the motivation to adopt change depends more on the relationship between the change agents and the change recipients. When individuals have more control and autonomy over their work and achieve personal fulfillment through their membership to their organization, the environmental conditions for organizational change are in place.
LO 2: Demonstrate the ability to assess complex organization environments and achieve communication goals.
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