A Study of Interplay between Organizational Change and Career Orientation

Abstract

The term motivation has been defined variously by different persons in the fields of Psychology and Management. This is an area which has always and shall continue to attract researchers. While a motivated employee is identified by his/her enthusiasm towards the job, efforts they make to get through a challenge and their performance on the job, on the other hand the nonmotivated employee is also identified using the same criterion. The motivation level influences the relationship and sensitiveness of personnel and in turn a reciprocal effect is also there. The consequences of motivation in organisation is evaluated in terms of productivity/performance. The challenge which confronts most organisations today is about organisational change, motivational factors behind it and the resistance to change. This paper is an attempt to identify the career orientation of employees in relation to organisational change, sensitivity and motivation. A five page questionnaire was used for collecting data. Forty-fivemanagerial level personnel responded finally, the sample being managers of higher, middle and junior level in an industry. The means, standard deviations and correlation analysis were the statistical tools used. Results have been interpreted and discussed. The limitations of the study and suggestions for future have also been mentioned.