Why is behavioural assessment such a perennially troubled aspect of HRM?

p The authors (Sinclair-Hunt Simms ) then listed the cause of the change was attributed to the following

Massive reduction in the workforce from 59 ,000 to 37 ,000 people

Training programmes to develop appreciation of the business as a service industry

Profit sharing , a bottom-up budgeting system , a user friendly computer system and the CEO engaging in question and answer sessions - all served to emphasise the new participative management style

Many organizations are banking on the above-mentioned statements about change . They are mobilizing their HR departments to apply enough pressure

for positive change to occur

Critics of Behaviour Assessment Systems

Critics on the use of ill-conceived behaviour assessments asserts that theses procedures contain generally held assumptions and fallacies that if there is an input then there will be an output and if enough pressure is done then change will occur . This idea was debunked by

Sinclair-Hunt and Simms using the work of Kanter and associates and they said

Kanter et al (1992 ) suggest that Lewin 's model of change is too simplistic . They argue that Lewin 's model is based on the view that organizations are essentially stable and static . They disagree with the idea that change results only from concentrated effort and that it happens in one direction at a time . Kanter et al (1992 ) argue that change is multi-directional and ubiquitous - in other words , it happens in all directions at once and at a more or less continuous process . This complexity can help to explain why Lewin 's model may not seem to have much relationship with real lie , where change seems a more confused process (2005

Herein lays the problem with those relying so much on assessment to encourage change when they fail to include in their system the idea that every aspect of the organization must be...