14. Administration of Changing

As Stoner tells us, the planned change would be "deliberately designing and applying a structural innovation, a new policy or goals, or a change in philosophy, climate, or operating style."

Likewise, although there are many forces that lead organizations to change, it is important to recognize that there are conflicting forces that act to keep the organization in a state of balance. In turn, these opposing forces mantain the stability or status quo.

According to Kurt Lewin's theory of force fields, all behavior is the result of a balance between forward and restraining forces.

There are sources of resistance such as: organizational culture, personal interests and personal perception of the goals, as well as the organization's strategies.

According to Stoner, we have approaches to structural change, to change technology, and to change people.

It is important to comment on the concept of organizational development, which, according to Stoner, represents a more expensive, more complex, broader and longer-term approach to change, which intents to move the entire organization to a higher level of operation, at the same time that significantly improves the performance and satisfaction of its members.

Although organizational development includes structural and technological changes, its primary intention is to change people, as well as the essence and quality of their labor relations.

Finally, we have that creativity and innovation are part of the change process. Many management writers define creativity as generating new ideas, and innovation as translating a new idea into a new company, a new product or service, a new process, or a new production method.

January 2023