FIRM DEVELOPMENT AND CHANGE MANAGEMENT

Uspešen razvoj podjetja je odvisen od njegovih zmožnosti za učinkovito in pravočasno prilagajanje spremembam v zunanjem in notranjem okolju podjetja. Da bo prilagajanje uspešno, je potrebno nenehno preverjanje ustreznosti vizije, politike, poslanstva, smotrov, ciljev in izbranih strategij podjetja. To je naloga strateškega managementa. Prave so tiste strategije, ki prinašajo koristi vsem udeležencem podjetja. V hitro spreminjajočem se okolju je potrebno tradicionalnim vidikom upravljanja podjetja dodati še nove dimenzije upravljanja ali pa podjetje popolnoma preobraziti. Govorimo o managementu spreminjanja. Za vsako podjetje je odločilnega pomena, da v času nove ekonomije vzpostavi učinkovit sistem za upravljanje in vodenje sprememb. Pomembno je obvladati znanja iz različnih strokovnih področij in jih povezati z izkušnjami zaposlenih v delujoči model managementa spreminjanja. Pri tem bodo pomembno vlogo igrala teoretična in praktična spoznanja strokovnjakov s področja managementa spreminjanja. Prav gotovo uživa velik ugled s tega področja ameriški ekonomist John Kotter, ki je leta 1996 razvil model vodenja sprememb v osmih korakih. Model je z zelo majhnimi modifikacijami še vedno eden od najpopularnejših modelov spreminjanja podjetij.Organizational ability to adapt, efficiently and timely, to the fast changing environement is the key factor for the successful growth and development of the firm. It requests to continuously monitor organizational vision, policy, mission, goals, and strategies to adapt successfully. These have to be the main task of the strategic management. Only those strategies which bring benefit to all members of the organization are the right strategies. It is important to add new dimensions of the management skills to support the traditional ones in order to survive in the turbulent times, or transform it thoroughly. We are speaking about change management. It is crucial for every organization to establish its own efficient system to manage changes in the new economy era. It is important to bind the new interdisciplinary knowledge with the existing knowledge and skills of the employees to form a new working change model. The role of the theoretical and practical findings from the field of change management is of significant importance. One of the best from the field is certainly professor John Kotter, who proposed his eight-step model for leading change far back in 1996. The latest reviews claim the model is still relevant and significant as it was in 1996, when minor adaptations were applied