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Strategic Management Journal, 16: 277299.19Rumelt, R. 2004. Towards a strategic theory of the firm. In R. Lamb (Ed. ), Competitive strategic management: 556570. Englewood Cliffs, NJ: Prentice-Hall. 19Schendel, D., & Hofer, C. W. 2000. Strategic management: A new view of business policy and planning. Boston: Little, Brown. 19Shrivastava, P. 2007. Rigor and practical usefulness of research in strategic management. Strategic Management Journal, 8: 77-92.19Shrivastava, P. 2007. Rigor and practical usefulness of research in strategic management. Strategic Management Journal, 8: 77-92.19ABSTRACTThe present age of business is extremely competitive and the only tool for survival is adaptability which comes through constant change.
Vested deeply in leadership styles, culture and communication, successful change is vital and yet hard to describe. The role of human resource as an active partner, focusing on the company’s vision and ensuring open communication channels is fundamental for change in the organization. Change in any organization may be a result of a combination of elements; social, cultural, economic and/or environmental (Kanter, 2003). Also, a lot of companies indulge in the change process to improve their overall efficiency.
It is quite established that any kind of change in the organization, triggers emotions as the employees face the effects and end results of the transformation. The way and extent to which employees may experience emotions is largely shaped and influenced by the culture of the organization (Beer, 2002). Research suggests that when the employees’ values were consistent with the organization, they embrace the changes more easily (Beardwell, 2004). However, the emotional response to cultural change is usually of a severe nature. It is known that when emotions were taken into account and respected the employees positively adapt to the change.
All this falls under human resource management which is without any doubt heavily influenced by the pace of globalization. CHAPTER 01INTRODUCTIONIn recent times a major development in the area of working of organizations is the growing significance of human resources. Additional stress is laid on motivating employees and fostering an environment where there exists a sense of belonging, self esteem and self realization. This revolution that is a result of humanization all across the globe has made a strong impact on the principles that applied to human resource management in different organizations.
Giving opportunities to people for their development, encouraging healthy competition and in the process developing the organization as a whole have become the key concerns of human resource management.