Institutionalization of change refers to the understanding of the success or the failure of the change being implemented into the organization (Sjostrand, 2016). This essay will discuss the reward allocation as the process of institutionalization for analyzing my commitment to the change process being implemented at the workplace where I was working in the past.
During the time when I was working into an organization, the managers made a change into the management process wherein the reporting staff was different and had been with the new managers. This change was resisted by me and my colleagues and however, my attitude changed with the institutionalization process which was used by my organization. The organization implemented the change through reward allocation which led to increase in my level of commitment towards the change. Moreover, reward allocation is the process of making interventions through the rewards that increases the level of commitment and effective reinforcing of new behaviors (Hou, Luo, Xu, & Wang, 2019). However, I as an employee was benefitted by the process of reward allocation which was being given by my organization. Further, the new managers were supportive towards me and I was ultimately satisfied with the reward allocation and changed my perception regarding the change. sMoreover, I had received the rewards in two ways. Firstly, I received this in terms of the intrinsic rewards wherein I was motivated by the new opportunities and recognition that helped me in the facilitation of the new opportunities into my career and ultimately I had a positive attitude towards the newly enforced change.
Apart from this, the second way in which I received the reward was extrinsic wherein my organization increased my salary and often provided me and my colleagues increase pay benefits that subsequently helped me in the development of acceptance for the new behavior. However, there are chances that the extrinsic rewards may diminish over time and it is necessary to revise the system to attain the desired behavior (Kremen, Fiszdon, Kurtz, Silverstein, & Choi, 2016). Furthermore, I was influenced by the interventions and I believed that the interventions were able to get my contributions through fair compensation. Therefore both the rewards helped me gaining the high level of confidence and motivation and also led to the increased level of commitment towards the changed behavior.
Conclusively, it can be said that the process of institutionalization of change helps into the process of attaining the desired behavior. This can be done through the reward allocation as the process of institutionalization. However, I have been influenced by the intrinsic and extrinsic rewards which were given at my workplace and this reduced my resistant behavior and promoted high level of commitment towards the change.
Hou, J., Luo, S., Xu, W., & Wang, L. (2019). Fairness-based multi-task reward allocation in mobile crowdsourcing system. IET Communications, 13(16), 2506-2511.
Kremen, L., Fiszdon, J., Kurtz, M., Silverstein, S., & Choi, J. (2016). Intrinsic and extrinsic motivation and learning in schizophrenia. Current Behavioral Neuroscience Reports, 3(2), 144-153.
Sjostrand, S. (2016). Institutional Change: Theory and Empirical Findings: Theory and Empirical Findings. Routledge.
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