Managing organizational change as the main tool for the success of your firm

In a market economy, only those who are able to adapt quickly to new circumstances and requirements survive. Managing organizational change is key to achieving the goals in the shortest possible time. Unfortunately, due to the fact that business in Russia appeared relatively recently, many entrepreneurs prefer to achieve maximum stability, forgetting about the benefits and new opportunities. According to statistics, it is because of this indecisiveness that 9 out of 10 firms are closed for 5 years, and that success lies precisely in adapting to new conditions.

Changes in the organization - the process is very laborious, especially if the staff is more than 10 people who work since the very opening of the enterprise. The big difficulty is not so much technical equipment or training, as a psychological factor. In the course of long years of work the person already develops his habits, attachments and weaknesses, he creates a so-called comfort zone around himself . The new standards, rules and operating mode simply knock out some of the ruts, reducing the efficiency of work for a long time. Therefore, the management of organizational changes includes many aspects, including psychological ones, which allow to return the productivity to the same level as before the introduction of innovations in the shortest possible time.

According to the scientific definition, management of organizational changes is a system of actions and approaches to the transfer of organizations or structural units from the current situation to the desired future. Having its own peculiarities and specifics, it is nevertheless recognized as dependent on the basic management science, subject to its general laws and rules.

As it was mentioned earlier, the process of change is very difficult and long-lasting, at the final stage it can lead to even more deplorable state of things at the enterprise. To reduce risks, in the middle of the twentieth century, the main stages of the management process were developed:

- Defrosting. At the first stage, the need for change is justified and, when approved, the interest in it is stimulated. At the second stage, preparatory work begins for the beginning of the process.

- Motion. Here, only one step, which is aimed at implementing changes and their successful implementation.

- Fixing changes.

The first step is to evaluate the work performed and to correct the result, if any. The final stage, covering the entire project, is the recording of the experience gained. Unfortunately, among our entrepreneurs there are only such leaders. If the experience is unsuccessful, then they do not want to talk about it at all, the successful one is often taken for granted in connection with the painstaking work done. But a documented process with subsequent analysis can not only save your time in the future, but also save the most valuable - experience, even if the project manager leaves your company.

As you can see, managing organizational changes is a global process that contains many nuances. Therefore, businessmen reduce the risks from the consequences to zero, referring to specialized offices, but here one also needs to be cautious. Recent research has shown that only 22% of the organizations in the total number on the market are really competent in these matters and have rich experience.