英国论文延期：变革管理中的管理决策
这里需要注意的其他问题是，工作场所缺乏有助于改进集团间通讯的系统，缺乏引起冲突和对冲突作出反应的系统等等。
在某些情况下，员工在变更管理环境中的不参与被视为压力的一个重要诱因。员工们不仅担心这种变化将如何影响他们，还担心潜在的失业因素。研究表明，在变革管理中理解压力管理的公司实际上有专门的团队来处理员工的问题。
英国论文延期：变革管理中的管理决策
最后，缺乏公平感。工作场所的程序公正和系统公正关于谁得到了什么，工作场所存在的偏见的形式等等都被认为具有很强的压力因素。因此，即使影响管理没有被注意或研究，员工也会对工作场所的管理决策做出强烈的反应。在工作中存在压力的地方，不公平的感觉也会被放大。
英国论文延期：变革管理中的管理决策
Other issues to be noted here are that of the lack of systems in workplace that would be useful for improving intergroup communications, systems available for raising conflicts and responding to conflicts etc.
In some cases, the non-engagement of employees in the context of change management is seen to be an important trigger for stress. Employees are not only worried about how the change is going to affect them but are also worried about potential job loss factors. Research studies note that companies that understand stress management in change management actually have teams dedicated to handling the issues of employees.
英国论文延期：变革管理中的管理决策
Finally, there is a lack of perceived fairness. The procedural and the systemic justice in the workplace as to who gets what, the form of prejudice that exists in the workplace etc are seen to have a strong element of stress. Employees hence react strongly to workplace management decisions even if impact management is not noted or studied. Where there is existing stress in the workplace, then the feelings of unfairness is seen to magnify as such too.
