Change management, organizational transformation, managerial communication, employee well-being, resistance to change, project management, innovation, organizational development
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This document discusses the concept of organizational change, its impact on employees, and the role of management in leading change through various methodologies and approaches.
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[...] Whether it is to adapt to its environment or to build differentiation strategies, in other words, whether it is to survive or to conquer new market shares, the company needs to constantly evolve its practices. According to David Autissier1 et al., it was initially the computer projects that gave birth to the term 'change management' and those related to the implementation of integrated management software such as ERP. These software, which allow centralized management and quasi-automatic control of the different activity parameters (inventory management, flows, planning . ) were edited by computer companies and proposed to companies. These companies changed their ways of doing things to integrate the software into their functioning. [...]
[...] This is crucial because it defines how collaborators will react to change and whether they will positively engage in action. This process allows them to interpret this change, according to a cognitive schema, to develop an internal point of view (Vandangeon-Derumez Isabelle et al., 2018).4 Managers are thus responsible for building meaning around a change proposed by management, to mobilize employees, by appealing to their cognition, which allows for anchoring lasting commitment to the change, to the outcome, managers arrive at a shared vision of the change. [...]
[...] Marginal This change is solely a refinement of the current situation as well as the mission of the organization. Rhythm Lent This change is a gradual approach that allows for a continuity almost similar to achieve a new balance. Rapid This change is a revolution compared to the past situation. Table: the different forms of change Source: Giroux (1991, p.10) 1.2 The consequences of change on the organization members Generally, we consider that an organizational change is a generator of work-related stress and anxiety, particularly due to the uncertainties associated with it. [...]
[...] Transformation of the company's practices such as the implementation of a new IT tool or the deployment of new commercial practices Imposed Voluntary Table Typology of changes linked to the employee's perception Source: Autissier and Moutot (2003), repris by Cherkaoui et al., (2017) Change can take several forms, ranging from a simple internal transformation to a merger or acquisition that involves a global reorganization. These transformations are a source of job insecurity, which generates a permanent concern among employees who wonder if they will be able to keep their job. De Zanet et al. [...]
[...] & Metais-Wiersch, E., 2018)5. Bibliography Autissier, D., Vandangeon-Derumez, I. & Vas, A. (2018). Introduction. The importance of change in the functioning of organizations. In: D. Autissier, I. Vandangeon-Derumez & A. [...]
