Organization, people and changes

Résumé du document

The debate about change is a complex one because it not only affects the organization's internal elements; it is also affects the external elements on the whole. And because the companies purposes are various, it could be nevertheless conflicting. Within this case, if we hope dealing with it as a whole, its interactions introduce thus, the change complexity. If the change processes which dominated between the 1950s and the end of the 1990s were more progressive than a transitional process, those were just considererd as details and thus managed. Today, essays, publications and reports are numerous and try to conduct this change process as well as it can, consciously, and actively. To accept to change, it is fundamental to understand that it may not be necessary to question its personal values. Questions might strike a blow to the inner confidence of each individual. Then how is it possible to adopt more effective methods to face the context without losing this confidence?

Extraits

[...] Only the consideration of all these needs over a long period allows to exploit the potential of each and to mobilize it in the effort which changes represent. Meanwhile, the change driver has to begin by raising challenges, namely, drawing the attention of the organization on change and mobilizing the most effective initiative. Launching and continuing a change effort implied to surpass some inertness. The employees owe recognize that a transformation is in progress and what we are expecting from them. [...]

[...] In order to his thought we will see what it the change conducting process' relevance? Changes and consequences Whatever the change process and the way by this one affects the various actors of organizations, the entire staff, the managers, it requires a global approach. Some key points and factors keys must be revealed so that all the concerned actors could evolve. Indeed, it is through the change process of the organization that the skills used in the past are often different of those required in future. [...]

[...] Furthermore, each has to face his own resistance to change. That is why the training, the communication and the successful experiments will be useful. However, these means will be it only if each becomes aware of their own representations and if they are inclined to develop them. As we saw it, changing it is above all to make a work on oneself. Through the change, each has to have the time and the opportunity to revise its own performances without questioning. [...]

[...] This distrust is neither natural nor spontaneous and constitutes even less a "resistance". It comes from one singular lived and a collective memory or simply from observations which show that, in most change cases, the losses felt by the employees are rarely the object of a company specific treatment. The change in a company is appeals about everything and very often, on behalf of a project management. So, what is often named change is only a resources redistribution which not modifies at all the general executive production. [...]

[...] Conclusion We saw that the change is a long and complex process which gathers numerous conditions. Nevertheless, the most fundamental element for any subject confronted with change is to understand that he is a part of what there is to change. Give to every person the possibility of positioning as somebody who looks, it is to give him the possibility of optimizing the process. So is it necessary to create an environment where every individual has the possibility to imagining a place in a common project, a personal earnings as well as a representation of his contribution within this project so that he dares to change, with the organization. [...]