DEVELOPMENT AND MANAGEMENT OF CHANGES IN ORGANIZATIONS

Abstract

In today's fierce competition and rapidly changing external environment, the organization must focus not only on its internal state, but also to develop an appropriate long-term strategy of behavior that will allow it to successfully adapt to changes in the environment and to fully realize its mission and goals. Working with change is not an exceptional cataclysm between longer periods of peace and quiet. This is the everyday reality. For change management, strategic planning promises to enable organizations to be more active in control, to achieve the change they want, according to a planned program, for a certain period of the future. Another approach that also serves us to work with change is strategic thinking. However, it is more focused on building a broad idea of ​​organizational purpose and capacity in the organization to deal with the unpredictable at work. The management of organizations by its nature and purpose is a comprehensive theoretical and applied tools aimed at the overall effectiveness of the organization and the corresponding modifications of organizational behavior. Based on a set of methodologies, theories and research results, specific recommendations and actions are proposed to manage the necessary changes in its structures and approaches. These changes cover not only the processes of external adaptation related to the modern dimensions of globalization, the development of information technology, integrated quality management or diversification of the workforce, but also the processes of internal integration in the organization, which must meet the requirements of the external environment. . New ideas are emerging, for example - management of knowledge, features and trends of learning organizations, or forms of behavior that shift accents, but also completely change our familiar paradigms for organizational management, human resource management, career management and more. In this context, governance is described as a holistic approach to improving the processes of organizational renewal, training, organizational culture, functioning and decision-making mechanisms, internal organizational relations, conflict management and stress, breaking to varying degrees: changes related to achieving of continuous or gradual improvements and improvements; changes affecting the strategy of the organization, the development of new products, the introduction of new technologies, systems, processes and directions; changes with transformational and radical changes, affecting the fundamental character of the organization, the system of components, the common goal, mission, values ​​and attitudes; changes related to the agents of change, its leading figures - experts, managers or groups that lead this process, take responsibility and leadership to change existing patterns of behavior or social systems. The dynamic complexity and turbulence in organizations - this is the generalized image of modern organizational life, which gradually displaces the aging image of organizations as machines and the idea of ​​an orderly environment.