An integrated model for managing organizational change

Abstract EN

Changes in organizations, both planned and unplanned, respond to forces from within and outside organizations.

Management of change requires vigilance because change affects people’s work, powers, and interactions.

According to the existing models of change, people either accept or resist change.

However, in order to maintain equilibrium, people influence the process of change.

So, they may not only resist or accept change, but may also deviate the desired out omes.

To concede this fact, a more effective framework has been developed and presented here to better understand the change process.

According to this framework, the key to successful change is to diagnose the organization with its people as an integral part of it, map a comprehensive action plan, and be prepared to intervene repeatedly until the desired results are achieved.