Change Management

Change management is a process of constant adjustment direction of the organization, its structure and the search of new opportunities. All of these changes are due to the ever-changing demands of domestic and overseas clients. Now everything is changing faster than it ever has been before, and, therefore, becoming increasingly important to master the strategies of change management. The market situation may change overnight. Constantly there and break all sorts of alliances, alliances, joint ventures. Everything connected with the activities of organizations that may be subject to scrutiny (Hughes & Beatty, 2005). The ability of organizations placed in key areas. The risk of failure has never been so great. Therefore, it is rather important to be not only strategic leader, but also effective change manager.

Doing business today is rather risky, because the industry and market situation is changeable and volatile. Once, I have faced the changes with the company’s strategy that influenced all the company: its business structure, corporate culture, main goals and even the market. It was the hard time full of changes and uncertainty of the future. I was responsible for the changes and I think I coped well, because specific techniques and skills helped me.

I decided that first of all I need to organize the process in such a way as to take into account not only the results of interest to the company, but also what impact it will have on each employee. I realized the need to create and maintain an environment in which everyone can try the innovation, to express their wishes, to experiment with new methods of work and prove themselves as a person. Meanwhile, the company is beginning to live a new life. The purpose of any of their words and deeds is the success of the process. Long time ago, Machiavelli said: “Who wants to always succeed, must change their behavior according to the time” (Beerel, 2009). Therefore, the center of my attention was focused on the results, the success of my work. I communicated with employees individually and in groups and explain how, when, where and why changes need to be made and who is and that it needs to do. I also used every opportunity to communicate with employees and encourage them to answer questions and to legitimize the introduction to the work of the necessary changes. I understood that people are skeptical, and if one quickly adopt new, it takes a long time to persuade others. My full involvement into the process and desire to create changes effectively drove me into the success and the stuff was my support and helper.