Managers in the process of change: how to deal with emotions (notice n° 650866)
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| fixed length control field | 04214cam a2200301 4500500 |
| 005 - DATE AND TIME OF LATEST TRANSACTION | |
| control field | 20250121184907.0 |
| 041 ## - LANGUAGE CODE | |
| Language code of text/sound track or separate title | fre |
| 042 ## - AUTHENTICATION CODE | |
| Authentication code | dc |
| 100 10 - MAIN ENTRY--PERSONAL NAME | |
| Personal name | Remoussenard-Pourquier, Catherine |
| Relator term | author |
| 245 00 - TITLE STATEMENT | |
| Title | Managers in the process of change: how to deal with emotions |
| 260 ## - PUBLICATION, DISTRIBUTION, ETC. | |
| Date of publication, distribution, etc. | 2014.<br/> |
| 500 ## - GENERAL NOTE | |
| General note | 3 |
| 520 ## - SUMMARY, ETC. | |
| Summary, etc. | De nos jours, les organisations mettent en place des projets de changement organisationnel de manière à être capables de s’adapter aux modifications de leur environnement qui devient de plus en plus compétitif. En raison de ce contexte, les entreprises sont souvent confrontées à des problèmes liés à des situations stressantes qu’elles ont elle-même créées. Notre étude explore les effets de nouvelles pratiques managériales relatives à la santé et au bien-être au travail durant un processus de changement. Plus précisément, nous avons étudié les pratiques qui ont été mises en œuvre dans une filiale du groupe Essilor dans un contexte général de changement organisationnel dont l’objectif était de passer d’une organisation de type taylorien vers une organisation apprenante. D’abord, nous avons analysé les effets que ce changement a eus sur le stress. Deuxièmement, nous avons évalué la manière dont Essilor-Dijon a pris en compte ces effets dans la gestion de son personnel, de manière à réduire l’impact négatif du stress et à améliorer le bien-être sur le site de production. Nous nous sommes particulièrement intéressés à la façon dont les émotions étaient impliquées dans le processus de changement et prises en compte lors de la mise en place de nouvelles pratiques et règles de management. Les émotions semblent être au cœur du changement et peuvent soit être des obstacles, soit être des leviers favorables au changement selon les choix et les orientations prises par la direction de l’entreprise. Nos résultats montrent que les managers intermédiaires peuvent jouer un rôle significatif dans la mise en place du changement et que les entreprises devraient les préparer à faire face aux difficultés émotionnelles de leurs subordonnés. |
| 520 ## - SUMMARY, ETC. | |
| Summary, etc. | Nowadays, companies are implementing organizational change projects in order to be able to adapt to modifications in their environments which are becoming increasingly competitive. Because of this context, firms are often confronted with problems linked to stressful situations which they have themselves triggered. Our study explores the effects of new managerial policies concerning health and well-being at work during the process of change. More specifically, we explored the policies which have been applied by one of the branches of the Essilor Group within the context of organizational change with the objective of moving from a “scientific management” approach to a “learning organization” approach. Qualitative and quantitative data were collected through interviews and survey. Most employees and managers were involved in this study. First, we analyzed the effects of this policy on emotional issues. Second, we looked at how Essilor-Dijon takes into account these effects on the management of its staff so as to ease up on negative stress and to improve well-being on the work site. Emotions appear to be at the heart of change management and can either serve as obstacles or as leverage mechanisms depending on the choices made by management. Our findings show that middle managers play a significant role in the success of change implementation and that companies should prepare them to deal with their subordinates’ emotional issues in such a peculiar situation. |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | conduite du changement |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | changement |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | gestion des ressources humaines |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | stress |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | émotion |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | emotions |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | change management |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | change |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | HR management |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | stress |
| 700 10 - ADDED ENTRY--PERSONAL NAME | |
| Personal name | Ansiau, David |
| Relator term | author |
| 786 0# - DATA SOURCE ENTRY | |
| Note | Revue de gestion des ressources humaines | 94 | 4 | 2014-12-09 | p. 26-38 | 1163-913X |
| 856 41 - ELECTRONIC LOCATION AND ACCESS | |
| Uniform Resource Identifier | <a href="https://shs.cairn.info/revue-de-gestion-des-ressources-humaines-2014-4-page-26?lang=en&redirect-ssocas=7080">https://shs.cairn.info/revue-de-gestion-des-ressources-humaines-2014-4-page-26?lang=en&redirect-ssocas=7080</a> |
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