Home 2016 3(75), 2016
Roman M. Lepa,
Doctor of Economics, professor, the Institute of the Economy of Industry of the NAS of Ukraine.
Address: 03680, Ukraine, MSP, Kyiv, 2 Gelabov Str.
Tel.:38 067 625 32 18. E-mail: This e-mail address is being protected from spambots. You need JavaScript enabled to view it .

Aleksey A. Okhten
PhD in Economics, the Institute of the Economy of Industry of the NAS of Ukraine.
Address: 03680, Ukraine, MSP, Kyiv, 2 Gelabov Str


Igor I. Stashkevich,
Donbass State Engineering Academy.
Address: 84313, Ukraine, Donetsk region, Kramatorsk, 72 Shkadinova Str.
Tel.: 38 066 360 25 52. E-mail: This e-mail address is being protected from spambots. You need JavaScript enabled to view it .

Minimizing personnel resistance to organizational changes at enterprise
Section: Social and economic problems of development of industry
Ekon. promisl. 2016, 75(3): 90-115
https://doi.org/10.15407/econindustry2016.03.090
Language: Ukrainian

Abstract: The article is devoted to substantiating the approaches to minimizing the resistance of staff to organizational changes at an enterprise. It was revealed that existing scientific approaches do not allow formalizing the assessment of organizational resistance and minimizing the costs of preventing organizational resistance; they do not take into account such important factors as the authority of the members of the staff, objective benefits of a decision for the staff members and their inclination to adopt other peoples opinions. They do not allow assessing the staff members support for organizational change taking into account the information interaction between them. Based on the analysis of the shortcomings of existing approaches conceptual positions to minimizing the resistance of staff to organizational changes at enterprises were proposed, as part of which an approach was developed to assessing the level of support for organizational changes by the staff after the information interaction between the staff members, as well as an approach to managing the minimization of staff resistance to organizational changes at an enterprise based on the optimization model of optimal (in terms of cost and results) decisions. In terms of decision-making, the main task is the choice of optimal measures (interventions) that work through changing the objective benefits of the decisions and the initial level of support. A practical approbation of the proposed approaches at an existing industrial enterprise was carried out, and perspectives for further research were formulated. Prospects for further research are in the development of tools for minimizing organizational resistance and developing methods for assessing the characteristics of workers.

Keywords:
resistance to changes; personnel; evaluation; organizational changes; enterprise; planning.

|
Full text (PDF)

References

Prochaska, J., Prochaska, J., & Levesque, D. (2001). Transtheoretical approach to changing organizations. Administration and Policy in Mental Health, 28(4), 247-61.
Bovey, W., & Hede, A. (2001). Resistance to organizational change: the role of cognitive and affective processes. Leadership & Organization Development Journal, 22(8), 372-382. DOI: a href=http://dx.doi.org/10.1108/01437730110410099 target="_blank">http://dx.doi.org/10.1108/01437730110410099.
Barnett, W., & Carroll, G. (1995) Modeling Internal Organizational Change. Annual Review of Sociology, 21, 217-236. DOI: http://dx.doi.org/10.1146/annurev.so.21.080195.001245.
Najpak, D. (2011). Formation of the algorithm for managing organizational changes in the development of the enterprise based on the process approach. State regulation of the processes of economic and social development. Theory and practice of public administration, 2(33), 1-11 [in Ukrainian].
Andreeva, T. (2006). Personnel management during the period of changes in Russian companies: common and efficient methods. Rossijskij zhurnal menedzhmenta, 4(2), 25-48 [in Russian].
Pashhenko, D. (2013). The role of the general director of the IT company in the process of introducing changes in the production processes. Izvestiya Tulskogo gosudarstvennogo universiteta. Ekonomicheskie i yuridicheskie nauki, 4(1), 165-180 [in Russian].
Dusaviczkij, A. (2001). On the relationship between the concepts of individual and collective subjects of activity. Psixologicheskaya nauka i obrazovanie, 2(5-13), 1-8 [in Russian].
Prigozhin, A. (2003). Innovations: incentives and obstacles. Moscow: Politizdat [in Russian].
Dorofeeva, A. (2015). Management of organizational behavior of personnel on the basis of increasing its motivation. Naukovij visnik Donbaskoyi derzhavnoyi mashinobudivnoyi akademiyi, 1(34), 134-137 [in Russian].
Dorofeeva, A., & Madykh, A. (2014). Motivational classification of organizational behavior of the personnel of the enterprise. Novaya ekonomika (Belarus', spetsvypusk), 10, 72-75 [in Russian].
Dorofeeva, A., & Samujlov, V. (2014). Model of maximization of staff motivation in planning and organization of work distribution in the enterprise. Innovacijna ekonomika, 6(55), 82-86 [in Russian].
Ansoff, I., & Macdonnel, J. (1990). Implanting Strategic Management. New York: Prentice Hall.
Voronoviczkij, M. (2013). The model of herd behavior of bank clients. Ekonomika i matematicheskie metody, 49(1), 73-87 [in Russian].
Hiatt, J. (2006). ADKAR: a model for change in business, government and our community. Loveland: CO. Prosci Research.
Shlapak, N., & Gubnickaja, I. (2013). Directions of overcoming the resistance of the collective to organizational changes in the enterprise. V?snik Priazovs'kogo derzhavnogo tehn?chnogo un?versitetu. Ser?ja: ekonom?chn? nauki, 26, 103-109 [in Russian].
Buleev, I., & Atamanchuk, G. (2009). Methods for overcoming resistance to change in industrial enterprises. In Strateg?i ? mehan?zmy reguljuvannja promyslovogo rozvytku (pp. 10-26). Ukraine. Donetsk: The Institute of the Economy of Industry of the NAS of Ukraine [in Russian].
Buhbinder, R. (2009). Organizational changes: the problem of personnel resistance and ways to solve it. Vestnik Omskogo universiteta, 4, 100-106 [in Russian].
Duck, D. (2002). Monster of Change: The Causes of Success and the Failure of Organizational Transformations. Moscow. Al'pina [in Russian].
State Statistics Service of Ukraine. Retrieved from http://ukrstat.gov.ua [in Ukrainian].
Sivickaja, I.G., Stasyuk, V.P., & Fedchenko, V.V. (2000). Modeling enterprise readiness for organizational changes. In Y.G. Lysenko (Ed.) New in Economic Cybernetics: Models and Methods of Management Consulting (pp. 25-41). Ukraine. Donetsk: DonNU [in Russian].
Bushuev, S., & Bushueva, N. (2008). Project management on the model of active systems. Upravlnnya proyektami ta rozvitok virobnitstva, 1, 36-41 [in Russian].
Ashmarina, S., & Zotova, A. (2014). Organizational and economic areas of increasing the readiness of organizations to change. Ekonomika ta upravlinnia pidpriyemstvamy, 12, 184-190. [in Russian].
Vesnin, V. (2001). Practical personnel management: Manual on personnel work. Moscow: Jurist [in Russian].
Aronson, J. (2007). Public animal. Introduction to social psychology. Moscow: Prajm-Evroznak [in Russian].
Mayers, D. (2013). Social psychology. Saint Petersburg: Piter [in Russian].
Greben', N. (2014). Psychological tests for psychologists, teachers, specialists on work with personnel. Moscow: Bookmaster [in Russian].
Bbp.ubr.ua (2016). Druzhkovsky machine-building plant. Retrieved from http://bp.ubr.ua/profile/drujkovskii-mashinostroitelnyi-zavod [in Russian].

Last Updated (Tuesday, 30 May 2017 05:27)

 
 Creative Commons