StatusThe thesis was presented on the 20 October, 2006
Approved by NCAA on the 21 December, 2006
Abstract– 0.41 Mb / in romanian
ThesisCZU 658.012.4:316.42(478)(043) 316.42:658.012.4(478)(043)
1.33 Mb /
The thesis of doctor’s degree is devoted to th e investigation of different aspects concerning the management of organizational changes, it starts with uhe discription of change’ s nature, causes of its appearance, steps of transition, specific problems and it ends with the measures and model recommended for a succesful adjustment to development requirements.
A special attention was paid to the demonstration of fortuitousness relationship that exists between change and competititveness, both the necessity of positive and proactive approach of change and primary role which the social factor has in determining the succes of a change program.
Also, this paper analyses the national experience in the field of organizational changes, the results of privatisation, restructuring, reengineering and quality pr ograms ISO 9001:2000, 20 Keys, HACCP, the way of their carrying out as well as the reasons of succes and insucces. In order to outline a full picture concerning these problems the autor has elaborated an inquest and has discussions with specialists from different firms, fact wich allowed him to specify the national specifics of ensuring competitiveness.
On the basis of the theory which describes the necessary steps to be taken within the framework of a change program, the author has developed a succesion of stages for the process of organizational change and a series of actions needed to be carried out within the framework of these steps in order to achieve them effectively that have been included in the inquest to make sure about their feasibility. Their application and necessity has been demonstrated through the answers given by respondents: the confirmation of the necessity to undergo these steps and the high appreciation of proposed measures.
Also, the attemp to show the algoritm of psysicological and psycological chahges in order to make a paralel analysis that would ground the author’s opinions about the way an organizational change should be tackled and achieved, has allowed him to illustrate persuasively his own attitude and simplify the complex picture of change that allows businessmen to accustom to this subject.
The methods used by the author for this investigation, the ideas described and proposals
carried out may contributed to the cultivation of a positive attitude towards the change that would
minimize the number of errors during the achievement of organizational changes. The whole
material exposed in this thesis may be used for the training of present and future managers as well
as the full staff of the firms, by virtue of the fact that change impends to all aspects of life.