Resistance to organizational change

Punishes those who are jealous of them good. Companies in the current scenarios are discussed with the constant dynamics that occur in commercial settings where they work. In them, many changes arise as a result of consumer demand towards their needs, state intervention with legal regulations, taxation, the effects of competition, technological development, innovations, products. The fact that management must be vigilant in facing change and prepare its human resources in order to interpret them, to avoid resistance to change can hurt everyone. Change is a conceptually simple phenomenon involving two well-identified concepts: an initial situation we want to go out and target situation as relatively favorable judge. The third concept, more diffuse, much more difficult to qualify and operate, is the transition. Increasingly, management must focus on what generates and requires a change to plan actions that interpret it, use it, determine its scope, impact. Consider how relevant is now properly handle everything related to the management of change, which is one of the most important aspects of the globalization of business management, since both the manager and the organization begin to face complex situations change in the environment should not be treated as a scattered, but require a minimum platform to ensure successful organizational change.

It has been written, that change is not easy, primarily because not all people are willing to make efforts in this regard and is willing even very easy to return to the old standards of operation. Kurt Lewin structured a process in the attempt to take an effective and lasting change. Basically, the idea is to thaw the old values, change and refreeze these new values.

1. Thaw obvious turn implies the need to change about the individual, group or organization to easily view and accept it. 2. The change involves a change agent training, which will lead to individuals, groups or the entire organization during the process. Decorrer In this process, the change agent will go to feed the new values, attitudes and behaviors through processes of identification and internalization. Members of the organization will identify with the values, skills and behaviors of the change agent, internalized so we perceived its effectiveness in performance. 3. Refreezing generally means becoming a new standard of behavior, using for this support or reinforcement mechanisms, so that it becomes a new standard. It is certainly true when it is said, to undertake a change management process is not as easy as you might think at first due to the large number of items involved, in addition to that it should be completely sure that the organization to absorb change and, particularly, that its human resources to understand their importance and actually engage in performance, bearing in mind that it is an ongoing process that must be treated as such and not as transitory.

The companies, thanks to its effective operation and how to interpret the changes that constantly argue the scenarios in which they operate, can properly handle all organizational change involves. It is known that the organizational changes arise from the need to break the existing equilibrium, transforming it into a much more financially capitalize on this transformation process at first as already mentioned, the forces must break with the balance, interacting with other forces that seek to object (Resistance to Change) which is why when an organization sets out a change, it must involve a set of tasks to try to minimize this interaction of forces remind us Alejandro Reyes and Jose Velasquez, who Organizational Change is defined as the ability to adapt to different organizations transformations suffered by the internal or external environment through learning. Another definition is: the set of variations on the structure of organizations and suffering that result in a new organizational behavior. The changes are caused by the interplay of forces, these are classified as: Internal: those that come from within the organization, emerge from the analysis of organizational behavior and are presented as alternative solutions represent equilibrium conditions, creating the need for structural rearrangement, is an example of these technological adaptations, changing methodological strategies, policy changes, etc..

External: those that come from outside the organization, creating the need for internal order changes are examples of this power: governmental decrees, quality standards, limitations in both physical and economic environment. Definitely modern management must be very attentive to the effects of the changes, this generates, know how to motivate everyone involved in it, taking into account that the here and now which has many changes and as indicated by kings and Velasquez, the paradigm seems to be "who do not adapt to change will die on the road?. There is a consensus that change is a reality that affects strongly, indeed the only solid which can be grasped, is to sure that whatever happens today, you have already changed siguiente.El day commitment is not to discover a truth that so far has escaped others, if not to generate new practical skills of action. The general atmosphere that surrounds the organization, this constantly moving and dynamic, requires a high capacity to adapt to survive. They must cope with an unstable environment of constant change. Therefore, only those companies with leaders, managers, creative, innovative, dynamic, ready to new challenges and able to give way not only to new changes, but the face they know, will go on ...

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