ABSTRACT
A variety of different approaches exist with different sets of tools and methods, to manage the change required for improving workforce engagement. Organizational change essentially involves influencing people's assumptions and attitudes and, ultimately, behavior. It is a complex process that requires an understanding of how people respond emotionally as well as rationally when asked to make changes to the way they work and behave. What is more, they need to comprehend how the changes will affect the psychological contract between them and their organization. Engaged scholarship and action research are examples of intervention approaches that can help address the complexities of the employee-organization relationship. When designing, implementing, and evaluating interventions four key elements need to be brought together: the content, the context, the process, and the desired outcomes.
