Abstract
In order to keep up with the new requirements of a market or a business environment, organizational developments are a necessary change to align the company with the future. Every change in the company is associated with various obstacles, ranging from the difference between the current and the new business model to the employees' acceptance of the organizational development. In order to follow the new vision of the company, structured and extensive communication and structured planning of the implementation is required, in which every stakeholder has to be involved. The change that the organization implements must be accompanied by methods and models and thus learn in the development phase how to avoid obstacles and rejection to arouse motivation and interest so that uncertainties are prevented. Different methods are listed and evaluated in their implementation and content for a possibility for the change. The main focus is on the employees because without the acceptance of the most important stakeholders in a company, no further development is possible. If the employees do not support the vision, the change will fail. In order to accompany a successful development of the company, some necessary competencies and skills are listed, which are to be imparted by the company management and which the employee must acquire. This structured and modeled procedure is intended to accompany and enable change in a company.
Highlights
The business environment has changed dramatically in recent years, and digitization, the most radical change, has impacted all elements of value creation (Huber, 2018)
The employees are the objects that the manager of change must take care of (Doppler & Lauterburg, 2019). This change manager is a new definition of management the coach or the consultant becomes a qualified service provider who accompanies the employees in the change (Doppler & Lauterburg, 2019)
The change manager has to take care to choose tools that are adapted to the target group, and that reach the respective people with their context (Reis, 2012)
Summary
The business environment has changed dramatically in recent years, and digitization, the most radical change, has impacted all elements of value creation (Huber, 2018). The unprecedented information transparency is a new framework for even more intense competition (Kaune, 2010) This macroeconomic impact causes changes in the area of company size and employment (Niederberger, 2013). The employees are the objects that the manager of change must take care of (Doppler & Lauterburg, 2019). Cooperation in a change process only succeeds if the employee trusts his entrepreneur and his manager. Through this basis of trust in themselves and others, the core of success is guaranteed (Heimsoeth, 2019). The concept and model that can accompany a change in a company is the content of analysis and methods. Further methods and approaches to successfully lead employees and the company through organizational development, taking into account the obstacles and barriers, are explored in the following through a literature review
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