Models of organizational changes, Dynamics of organizational...

Models of organizational change

Dynamics of organizational changes and organizational development. Organizational and cultural approach

Development is a necessary characteristic of the organization and is due to economic, social and psychological patterns embedded in the essence of the organization as a socio-psychological community that exists in concrete historical conditions.

The search for the construction of an effective organization that is adequate to modern changing conditions, leads to the allocation of the organizational culture of the enterprise as an object of management activity. Organizational and cultural approach to the development of the organization allows us to see organizational development as an improvement in the processes of organizational management and decision-making through effective management of organizational culture. Organizational development, the creation of an organization that is adequate to modern tasks, requires appropriate technological processes that affect the human resources of the enterprise. Change occurs at different levels - personality, group and organization as a whole.

Organizational development objectives at the personality level require personnel technology to ensure the search, attraction, evaluation and adaptation of new employees that meet the new challenges of the enterprise. In relation to personnel working in the organization, organizational development is carried out through the established system of in-house training, the essence of which is to create conditions for professional and personal development. At group the object of change is the management team, which includes people who take key decisions for the organization - personnel, financial, organizational. The team created for setting organizational development tasks and implementing the development strategy creates standards for new organizational behavior, which is brought to the level of rules and regulations. At the organization level the change is based on the change and development of the organizational culture.

The development of the organization is accompanied by crises at the levels of personality-group-organization. The essence of the organizational culture (stabilizing function) makes the process of changes complex and painful, so the changes of the organization must be prepared. Leaders, managers of enterprises with different organizational cultures, differently refer to phenomena and phenomena in the organization. On the continuums are administrative and entrepreneurial organizational cultures, socio-psychological phenomena proceed in accordance with the management methods typical of these cultures. Differences are in the positioning, control localization, transactions, relations (Table 3.2).

Table 3.2

Approaches to Leadership of Organizational Culture

Administrative culture

Organizational

Variables

Entrepreneurial culture

From the outside

Control System

From within

Owner

Process

Property Relationships

Property Owner

Waiting for the moment

Attitude to opportunities

Searches for

Rational-logical

Primary problem solving

Intuitive

Centralization

Delegating Authority

Decentralization

Hierarchical

Organizational

structure

Network

Adult - child

Subordination relations

Adult - adult

Organization

Organizational focus

Per Person

Decrease in value

Production strategy

Differentiation of production

Performance

Main Goals

Efficiency

System

Management Approach

Situational

Integration

The work is projected from the positions

Autonomies

According to the rules

Doing the work

Creative

Modification

Conducted

Changes

Radical

Doing the right thing

Basic course of action

Do the right thing

thematic pictures

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