THE HUMAN FACTOR AND THE SUCCESS OF ORGANIZATIONAL CHANGE

Abstract

The topic chosen for this study regards the concept of change, associated nowadays with the notion of existence. Starting from statements according to which change involves the direct participation of the members of the organization, we have formulated the study hypothesis from the perspective of the symbolic-interpretative theories which sustain that social changes result from the interaction between organizations, their members and the social actors. Using specialty literature, we have offered a pertinent sociological perspective on change processes. We have discussed different analysis perspectives and some models of change analysis. We have investigated, on the basis of a research launched in the Academy of Economic Studies, the willingness to change of some young students that will graduate soon and we have drawn conclusions useful for the educational process in the field of business management.

Keywords

• organizational change
• models of change
• dynamic models
• willingness to change