Use this url to cite publication: https://hdl.handle.net/007/15120
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Pokyčių valdymo sėkmės veiksniai organizacijose
Type of publication
Straipsnis kitame recenzuojamame leidinyje / Article in other peer-reviewed edition (S5)
Type of publication (old)
S4
Author(s)
Videikienė, Simona |
Šimanskienė, Ligita |
Title
Pokyčių valdymo sėkmės veiksniai organizacijose
Other Title
Change management success factors in organizations
Publisher
Kaunas: Mykolo Romerio universiteto Viešojo saugumo fakultetas, 2013
Is part of
Visuomenės saugumas ir viešoji tvarka (10). ISSN 2029-1701, 2013, T. 10
Field of Science
Abstract
Organizational changes and their management are becoming an integral part of the modern
business world. However, despite the perception of the need for change management, large part of the
ongoing changes end as failure. Organizations, that ignore changes and the importance of their
management, can lose not only competitive position in the market, but fail as well. Therefore, change
management issues do not lose their relevance and are becoming especially relevant to the present
environment. Although most people understand the need to respond to the changes, but only few
realize that change can be managed and controlled. Obvious scientific and practical problem is a
complex change management process as well as insufficient analysis of the key success factors for managing change in organizations. The article aim is to explore fundamental factors of successful
changes in organizations. Research object is change management success factors. The objectives are to
define the concept of change management, to analyze the main success factors of change
implementation and to determine change implementation success factors in specific organizations.
Research methods are literary analysis, comparative, statistical analysis and generalization techniques.
Data analysis used the SPSS 17 computer program package. The study was conducted in standardized
interview survey method. While organizing the study, the questionnaire was created; to assess its
scales ‘internal consistency Cronbach's alpha coefficient was calculated. During the survey, 37 leaders
of organizations operating in Klaipeda were selected as subjects; a simple random sample was applied.
The study was conducted in March 2013.
The first part discussed the concept of change management. It was summarized, that the change
management can be seen as a consistent and systematic process for a smooth transition to the
organization's desired state. The second part analyzed the success factors of the change
implementation. It was emphasized that it is essential to harmonize the objectives and interests of the
employees with organizational goals and to actively involve all members of the organization in the
change implementation process as well as to select one or more appropriate organization change
model. The study found out that leaders of business organizations do not doubt the need of change
management and count this process as one of the factors of enhancing the competitiveness. As the
most important success factor for the implementation of change in the organization, managers
identified the communication between managers and subordinates, the supervisor’s role and
involvement of employees in the change planning.
business world. However, despite the perception of the need for change management, large part of the
ongoing changes end as failure. Organizations, that ignore changes and the importance of their
management, can lose not only competitive position in the market, but fail as well. Therefore, change
management issues do not lose their relevance and are becoming especially relevant to the present
environment. Although most people understand the need to respond to the changes, but only few
realize that change can be managed and controlled. Obvious scientific and practical problem is a
complex change management process as well as insufficient analysis of the key success factors for managing change in organizations. The article aim is to explore fundamental factors of successful
changes in organizations. Research object is change management success factors. The objectives are to
define the concept of change management, to analyze the main success factors of change
implementation and to determine change implementation success factors in specific organizations.
Research methods are literary analysis, comparative, statistical analysis and generalization techniques.
Data analysis used the SPSS 17 computer program package. The study was conducted in standardized
interview survey method. While organizing the study, the questionnaire was created; to assess its
scales ‘internal consistency Cronbach's alpha coefficient was calculated. During the survey, 37 leaders
of organizations operating in Klaipeda were selected as subjects; a simple random sample was applied.
The study was conducted in March 2013.
The first part discussed the concept of change management. It was summarized, that the change
management can be seen as a consistent and systematic process for a smooth transition to the
organization's desired state. The second part analyzed the success factors of the change
implementation. It was emphasized that it is essential to harmonize the objectives and interests of the
employees with organizational goals and to actively involve all members of the organization in the
change implementation process as well as to select one or more appropriate organization change
model. The study found out that leaders of business organizations do not doubt the need of change
management and count this process as one of the factors of enhancing the competitiveness. As the
most important success factor for the implementation of change in the organization, managers
identified the communication between managers and subordinates, the supervisor’s role and
involvement of employees in the change planning.
Organizaciniai pokyčiai, jų valdymas tampa neatskiriama šiuolaikinio verslo
pasaulio dalimi. Tačiau, nepaisant pokyčių valdymo būtinybės suvokimo, itin didelė dalis pokyčių
įgyvendinama nesėkmingai. Šiame straipsnyje nagrinėjami pagrindiniai pokyčių įgyvendinimo
sėkmės veiksniai pateikiant konkrečius sėkmingų pokyčių įgyvendinimo modelius bei etapus. Tyrimas
atliktas taikant struktūrizuoto interviu metodą. Tyrimo metu nustatyta, kad vadovai neabejoja pokyčių
valdymo būtinybe, o teigiamą požiūrį į naujoves ir pokyčius laiko konkurencingumą didinančiu
veiksniu. Svarbiausiais sėkmės veiksniais vadovai įvardijo komunikaciją tarp vadovo ir pavaldinių,
vadovo vaidmenį ir darbuotojų įtraukimą į pokyčių planavimą.
pasaulio dalimi. Tačiau, nepaisant pokyčių valdymo būtinybės suvokimo, itin didelė dalis pokyčių
įgyvendinama nesėkmingai. Šiame straipsnyje nagrinėjami pagrindiniai pokyčių įgyvendinimo
sėkmės veiksniai pateikiant konkrečius sėkmingų pokyčių įgyvendinimo modelius bei etapus. Tyrimas
atliktas taikant struktūrizuoto interviu metodą. Tyrimo metu nustatyta, kad vadovai neabejoja pokyčių
valdymo būtinybe, o teigiamą požiūrį į naujoves ir pokyčius laiko konkurencingumą didinančiu
veiksniu. Svarbiausiais sėkmės veiksniais vadovai įvardijo komunikaciją tarp vadovo ir pavaldinių,
vadovo vaidmenį ir darbuotojų įtraukimą į pokyčių planavimą.
Type of document
type::text::journal::journal article::research article
ISSN
2029–1701
Other Identifier(s)
-
Language
Lietuvių / Lithuanian (lt)
Access Rights
Atviroji prieiga / Open Access
File(s)