Change Management in Restructuring: Employee Adherence to New Health and Safety Policies

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[...] This allows for not hindering the growth of the new organization. Restructuring adds value. It is in no way a juxtaposition of entities without a cohesive logic. 1.13. THE STRUCTURATION OF INTEGRATION Organizational integration must be anticipated and structured to ensure an effective transition. As explained by Barbier et al. (2011), "the integration process concerns the ability to face internal uncertainty in the construction of the new structure. The objective is therefore to reduce this uncertainty, which requires establishing coordinated rules and implementing an intensive communication policy". [...]

[...] However, it requires a perfect balance to avoid internal conflicts. Historical strategy: gradual change anchored in existing culture. historical strategy consists of inscribing change in the continuity of the culture and organizational values, relying on its history, identity, and traditions. The change driven by the historical strategy is progressive and adapted to the organization's specifics. Often, leaders rely on past successes to justify transformation and value internal skills. This type of strategy mitigates strong forms of resistance by reassuring employees. [...]

[...] We face a rapid and structured implementation of change. The mode of communication is unilateral, often through tools such as directives or training. This hierarchical strategy has an impact on the change process: resistances are exacerbated. In fact, this approach rigidifies the resistance of identity, politics, and culture, as it is perceived as a brutal questioning of professional practices and the status of individuals. This strategy has low adhesion: employees may feel excluded from the process, generating mistrust and rejection. [...]

[...] This initiation work to research will focus on the impact of communication on employee perception: To what extent does an adapted communication influence the acceptance of new workplace safety policies? Which communication tools and strategies are the most effective in this context? Employee Adhesion and Engagement To ensure the success of the deployment of new workplace health and safety policies, in a restructuring context, it is necessary to accompany employees in order to promote their adhesion and engagement. This involves implementing an adapted management to encourage their active participation. What are the factors that influence employee adherence to new rules? [...]

[...] The continuous training of workers on health and safety topics must be better valued. The prevention passport brings together all the attestations, certificates and diplomas in the field of SST. The Health Law requires all elected members of the Social and Economic Committee, as well as the Health and Safety at Work Referees, to follow a 5-day training course. This training course addresses the theme of sexual harassment. For companies with fewer than 50 employees, the costs related to these training courses can be borne by the Competence Operator (OPCO). [...]