Unseen Consequences in Organizational Change

There is no reform plan and it does not include any of the recommendations discussed by Spector (2012) as an effective tool for managing organizational change. Specifically, none of the three transformational stages of Kurt Lewin discussed by Spert was interpreted as decompression, migration, and reorganization of norms. Instead, Command Zulu reorganized the reason without fully explaining the reason to the customer (for example, the unit to be inspected). Lack of understanding leads to a negative relationship for at least one year.

• "Organizational change research tends to focus on two types of issues: (1) What is the precedent or result of change in organizational form or administrative practice? (2) How is organizational change occurring , Development, growth or termination ... ... The second question is to explain the sequence and order of the time sequence that a series of discrete events occur based on stories and historical stories Process theory "is required. Senior administrator ideology is the most important process for achieving changes and making decisions when preparing for division, redundant business integration, or factory closure. Who is speaking? Should I start with the input from the production team? What kind of signal is sent to the marketer?

For over 6 years I have studied master's thesis on organizational change boycott. Over the past five years I have spent a lot of time researching organizational changes, especially the driving force of organizational change. And its source or power will lead to changes in the organization. Before sharing this list, I would like to mention that it is still a working version. Since I have a doctorate, this is part of my main paper, and now I am promoting practical research of SMEs on this list.