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According to Yukl (2006), the creation and maintenance of motivation is an essential part of the process to achieve an organizational transformation. Because of the difficulties and setbacks that occur in a transformation's long transition period, employees feel extra stress and frustration (Yukl 2006). Yukl (2006) writes, "Major change is always stressful and painful for people, especially when it involves a prolonged transition period of adjustment, disruption, and dislocation" (p. 305). This challenging context requires motivation in order to mobilize and maintain enthusiastic support for organizational change (Yukl 2006).
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