engleski

ATTITUDES TOWARDS ORGANISATIONAL CHANGE IN THE REPUBLIC OF CROATIA

Organisational change, as a part of organisational dynamics, is the process of changing the existing organization, i.e. the transition from its current state to a future desired state with the aim of increasing organisational efficiency and effectiveness, and adapting to the new environment. Understanding of change and forces that drive it has become increasingly important in today’s continually evolving business environment. Globalization, technology, different types of environment (economic, political, etc.), and organizational growth are some of the most common drivers of organizational change. The process of organizational change is very complex ; thus different models have been developed to assist managers in implementing it successfully. Before implementing organizational change, change agents must carefully plan each step because a change in one factor affects other factors. A critical agent task is to predict how a change in one area of the organization will affect other areas. The most common consequence of organisational change is employee resistance caused by the fear of the unknown. It is the responsibility of managers to prepare employees for change and inform them of the positive outcomes it will bring. The paper seeks to explore the various aspects of organizational change. Based on the analysis of the survey data, it can be concluded that organizations in the Republic of Croatia have given serious consideration to organisational change and that employees have a good understanding of what it involves.

organizational dynamics, organizational changes, change management, drivers of change, types of changes, resistance

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