Pokyčių valdymo kliūtys organizacijose : teoriniai ir praktiniai aspektai

Abstract

Although the vast majority of managers and employees understand that changes are inevitable and it is necessary to respond to them, however, few are aware that changes can be managed. Therefore, it becomes an important management issue. In addition, change management is not an easy process, and the perception of the need to change is not a guarantee of success. A large share of ongoing changes ends in failure. The main questions arise as what the key changes faced by the organization are and what major obstacles to implement the changes are. Obvious scientific problem is the complex change management process as well as insufficient coverage of obstacles while implementing changes in organizations. Novelty: the change management essence is highlighted; the opinion of managers on obstacles of change management has been investigated and determined, while determining the cause of change resistance and obstacles. The object of the paper is obstacles of change management. The purpose is to examine the main obstacles of the implementation of changes in organizations. The objectives of the research: 1) to define the concept of change management; 2) to analyze the main barriers of change implementation; 3) to identify obstacles to the implementation of changes in specific organizations. The methods applied in the research: analysis of scientific literature, comparative, statistical analysis, aggregation methods. Data analysis used the SPSS 17 computer program package. The study conducted a standardized interview survey method. While there is no doubt that in the today“™s dynamic world of instability change management has become a necessity, this perception does not guarantee the success of the organization changes implementation. While implementing changes, organizations face with a wide range of obstacles ““ both economic and managerial or psychological. In each of the organizations while implementing changes any obstacle can become a cornerstone, but it is often emphasized that main obstacles are poor change management, lack of resources, poor communication, hasty introduction of changes and certainly ““ the resistance of workers, their unwillingness and fear to change. As the study subjects, leaders of 37 organizations operating in Klaipeda city have been selected; a simple random sample has been applied, so that the selection of all items have equal access to the test sets. The study was conducted in March, 2013, communicating directly with the leaders of Klaipeda city organizations that have been chosen as complying with the selection criteria and who have given their consent. The survey of 37 organizations operating in Klaipeda city leaders revealed that managers are most likely to consider as changes that take place in order to improve or amend the organization“™s lifestyle items and respond to external and internal changes. When trying to determine what are the major obstacles to the change implementation, executives noted that major obstacles in the change implementation are considered to be the inflexibility and poor leadership of the managers, lack of initiative and employee resistance to change. The evaluation of the test results and theoretical insights may make such recommendations to managers seeking to avoid obstacles to the implementation of changes: 1) to determine the cause of change; 2) to evaluate the employee resistance to change perspective; 3) to envisage the factor of the lack of initiative; 4) to assess the change management knowledge and skills shortages.