Roloff, M.E. (2020). Resistance to change [Word Document]. Retrieved from Northwestern
University MSC 513 class email.
In organizational change efforts, the reason for changes can be presented considering fairness. Distributive justice can illustrate the impact or consequences of the change based on individual or group contribution, equality, status of those making decisions and/or affected, and based on organizational or individual need. Procedural justice highlights voice, especially those who represent the group affected that is like others and often listened to, as well as consistency and accuracy of the change, that illustrates accountability and makes a persuasive appeal. Interaction justice focuses on communicating the reasons behind the change and doing so with sympathy. In organizational change efforts, injustice to the self is worse than injustice to others, distributive justice matters more than procedural justice, and interaction justice can supersede procedural injustice.
By considering which forms of justice appeal more than others, this theory helps me to determine how to appeal to various stakeholders effectively. When an individual values fairness, they may respond better to an appeal of change across the board versus their own experience. This theory allows me to think of my own experiences as well as how to articulate future change.
LO2: demonstrate the ability to assess complex organizational environment and achieve communication goals.
LO4: apply communication-centered scholarship to strengthen communication effectiveness.
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