The method ofmanagement of a company has evolved considerably in recent years. The removal of certain boundaries, the development of new technologies, new modes of communication, etc. have internationalized the economic and social landscape.
In this context, companies have become involved in a cycle of competition to deliver more, reduce their costs, and maintain a high rank in the consumer market. This has resulted in the reorganization of positions and common methods of work, strict management of staff according to business requirements, rehabilitation, constant production, and a demand trend for firms to merge and strengthen their position. Hence, companies are therefore constantly changing.
It is therefore interesting to consider how the desired changes must be undertaken to achieve positive results. Usually this aspect of change is evaded by business leaders. They tend to bear their thoughts on the changes to be made, and believe that they will be too difficult to conceive and may ultimately fail. This potential is not negligible, however, since according to a 1997 survey by AT Kearney,70% of projects for change in business fail (AT Kearney Management Study Surveys, 200 companies, in May 1997). This finding justifies the question that arises of how a successful change can be made in the light of economic and social issues involved.
Indeed, a project for change that fails can mean the economic collapse of a business. For example, when a company launches a product in large volumes and hopes that eventually the sales will increase but they do not, the losses are considerable in financial terms and also in terms of the brand's image and services.
Indeed, nothing is irreversible! The world is poignant, environments are changing, and companies are adapting. The organization must take into account a series of exogenous factors and modify its behavior accordingly. But an organization is not only influenced by its external environment. The influences are also internal, as endogenous factors .with the first example of the very individuals who make up the organization! Remember, as François Dupuy said, "the organization is primarily anestablishment of human behaviors".
[...] What is ERP? • ERP is now open for distributed computing by adopting, at least at its periphery, the standard Web services interfaces (Active Server Pages (ASP)). These solutions represent a practical and aesthetic interest to the employee in fact the web pages are customizable and easier to use than the software itself, and a strategic interest for the company has no obligation to install software at each workstation. Weaknesses: PRA is generally reserved for companies of a certain size. [...]
[...] Allocation, optimization and control in the heart of Taylor. Taylor humanized work; the individual was reduced to the concept of "work." However, we call the methods of Taylor, the problems of many human organizations, instability and conflict, or be absent from the strikes. Many of these problems undermine, gradually, to the work of Taylor design. This procedure dramatically change in the early twentieth century, and is influenced by many factors of social movements, and scientific and economic development. During this period, social and human factors appear and grow steadily in the institutions. [...]
[...] The personal work gradually shifted to the human resources functions. From a cost center, it is the profit that can play an active role in social development. However, this trend does not stop at this point. Now, as we shall see, head of human resources and the project involves many methods and tools for marketing and communications functions of two other companies. Change Factors Now we are no longer talking about the responsibility of staff, and human resource management or even the head of marketing and human resources. [...]
[...] The period of 18 months has been retained but the fixes and additions to implement the project have dragged on 36 months. If within 36 months had been respected from the beginning would have avoided TOTAL errors in preparing the payroll. To organize and manage the different phases of a project it is necessary to use methods or tools that are essential: GANTT and PERT. These methods can identify any issues related to bottlenecks, organization (e.g. help set deadlines) or to organize processes according to a later date at the earliest. [...]
[...] It was during this period that people (i.e. citizens) have shown great motivation to change. Motivating people to change would be much higher in the few months after a change of leader The desire to change things is widely extended, the change is perceived positively, driving the change is possible. Company's motivation A large majority of individuals and organizations still wrongly believe that every company should reach an equilibrium and stability in which all decisions and their consequences can be anticipated and understood the medium and long term. [...]
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