The primary purpose of this book was to research the impact of stressors
related to continuous change and persistent change initiatives, hypothesized
as enervative change, specifically on the employees level of job stress and
job satisfaction. A matrix was developed to identity "change groups." The
matrix represents four potential states of an organization (business as usual,
reactive, adaptive and enervative) related to their change profile and levels of
stress. The findings support the concept of enervative change. The enervative
change group had the highest level of change initiatives, the...