create a table and write the difference between positive and negative aspects of change? 1×10=10marks
Answers
Research on task significance and relational job design suggests that information from beneficiaries of one’s work fosters perceptions of impact, and thus improved work outcomes. This paper presents results from a longitudinal field experiment examining the effect of another strategy for fostering perceptions of impact – engaging employees in regular reflection about how their work benefits others. With a sample of professionals from multiple organizations, this longitudinal study examined the effect on job performance and work-life conflict of both positive and negative impact reflection. Results show that negative impact reflection had a pronounced negative effect on job performance, but no effect on work-life conflict. Positive impact reflection had a weak positive effect on work-life conflict, but no significant effect on job performance. The direction of effects seen in the no intervention condition mirrored that of the negative impact reflection condition, suggesting a possible buffering effect for positive impact reflection. This research provides empirical and theoretical contributions to the literatures on relational job design and task significance.
Keywords: task significance, impact reflection, perceived impact, positive impact, negative impact
INTRODUCTION
Employees are increasingly interested in doing work that makes a difference (Colby et al., 2001), and organizations – recognizing the benefits – are actively looking to provide employees with opportunities to experience their work as more impactful (Grant, 2011). In line with this interest, job design scholars have recently given renewed attention to strategies that might further employees’ sense of impact at work (Grant, 2007). The purpose of this research is to test the effect of one such strategy – impact reflection.
Traditional job design research suggests that task significance – judgments that one’s work has a positive impact on others – stem from the objective features of tasks (Hackman and Oldham, 1976). This research takes the view that some jobs naturally afford more opportunities for task significance, and that impact perceptions can be fostered by structurally enriching the task characteristics of workers. More recently, however, job design researchers have adopted a social information processing perspective on task significance (Salancik and Pfeffer, 1978; Zalesny and Ford, 1990; Pollack et al., 2000; Parker et al., 2001; Morgeson and Campion, 2003), suggesting that impact perceptions are subjective and shaped by the salience of the social context surrounding one’s tasks (Grant, 2008a). Studies of this approach – termed relational job design – have shown that impact perceptions are increased when employees have interpersonal contact with, or receive social information from, beneficiaries of their work (e.g., Grant, 2007, 2008b; Grant et al., 2007; Grant and Hofmann, 2011).
While recent studies adopting a social information processing perspective on task significance have provided important insights, they are subject at least two limitations addressed through the current research. First, experimental research has focused primarily on the effect of interventions that help workers process information that comes from the beneficiaries of their work (Grant et al., 2007). However, given that it is not always practical to redesign jobs to provide contact with or information from beneficiaries (Northcraft and Chase, 1985), it may be important to consider other strategies. The fact that individuals may also process social information about existing social interactions (Festinger, 1954; Salancik and Pfeffer, 1978) raises the possibility that engaging workers in reflection about impact may also affect task significance perceptions, and work outcomes. Reflection strengthens and lengthens the intensity of recollection of the event or action that is being recalled (Usher and Bryant, 1989). Accordingly, events should become more salient when individuals reflect on them.
there are a large number of differences between the positive aspect of a change and the negative aspects of it.
Explanation:
- the biggest positive aspect of a change is that it leads to the betterment of the situation.
- In addition to this it leads to better adaptation and moving to the future with change in the world and the conditions in it
- the biggest negative aspect of change is that there is a certain time which is required for adaptation to the upcoming changes in the environment.
- Moreover the biggest negative aspect of change is that the situation maybe was then the situation which was there before the change to place. Hence change is both a good and a bad thing