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Conflicts caused by organizational growth

100%
Toth G.
Magyar Pszichologiai Szemle (Hungarian Psychological Review)
|
2005
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vol. 60
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issue 1/2
135-156
EN
The following study examines the human aspects of organizational growth. An increase in a company's headcount brings an affect to the individual on almost all aspects of the company's operation as the expansion changes the organizational structure. This change has an affect on the communication, the personal relationships, the employee satisfaction and the distribution of the workload. The changes have both positive and negative consequences for the individual. A preliminary study had been carried out in order to examine the differences between the employee's attitude towards smaller and larger scale companies where they work. Also it was a subject of the study to determine what the advantages and disadvantages of working at smaller and larger companies are. Based on the results gained from the preliminary study another research had been completed. The aim of the second research was to identify the affect of the organizational growth on the individual. The assumption of the study was that the organizational growth is rather a negative experience for the individual. The results gained were in line with the assumption despite of the fact that the advantages of larger companies had also appeared during the process of change. Taken into consideration that the organizational growth is an economically positive process and the fact that the individuals tend to equally choose to work at small and big companies such a negative attitude towards changes brought by the expansion is not reasonable. Based on the researches one can conclude that the negative attitude is a result of two factors: negative tendencies in personal relationships and resistance of employees against organizational change.
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CHANGES IN EMPLOYMENT MANAGEMENT AND HUMAN RESOURCE PRACTICE: AN ANALYSIS OF 2007 SURVEY DATA BASED ON THE LIFE CYCLE MODEL

75%
Poor J., Karoliny Z., Kehl D., Farkas F.
Zarządzanie Zasobami Ludzkimi
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2009
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issue 1(66) Dokąd zmierzają przedsiębiorstwa w dobie globalizacji i kryzysu finansowego?
103-122
EN
Life cycle (or stage) models were developed to study organizational growth. The primary objective of applying such models is to determine the relevant outcomes (e.g. management, HR, etc.) for the different stages of organizational growth on the basis of contributing factors. The authors research, conducted in 2007, sought to discover how companies (subsidiaries of multinational companies as well as indigenous Hungarian small-, medium-, and large-sized enterprises) have adapted to the accelerating changes in the economy over recent years, and what kinds of change might be expected in the employment and personnel management practices of these organizations at specific stages of the life cycle models. This paper presents the theoretical background and empirical findings of this research.
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