Keys for the organization to be effective in time of change

In this sense evolution has been abysmal. If you do not have good management to deal with a current change management, the evolution in our organizations will not come. Simply because to evolve you need to be constantly changing, for this reason is one of the main challenges that are in most areas of any organization, you can mention as an example the exponential growth of the technology industry in both hardware and software where A product that is not updated and adapted to the needs of the consumer, in addition to the growing competition, may run the risk of becoming obsolete or simply not going to be used or sold.

At the beginning of the 20th century new theories of scientific administration began to emerge that would be the basis for the models that are applied today, as Fayol mentions it in his administrative model on the division of labor and of course the application of an administrative process that focuses only on the social. It is clear that currently most companies follow this model but it is necessary to set up the empra as a collective learning unit where each worker can evolve and in this sense the organization will also evolve,

The above can be achieved with decision making quickly and with low bureaucracy within the organization where extensive paperwork is not needed to perform any task, where the leaders are more communicative and can be contacted easily and without walls. the consultation of any doubt or suggestion and thus generate an environment in constant movement of ideas and proactive.

Now How to choose a good manager? 

Perhaps a big mistake that organizations are currently making is to look more at the title than at the experience, according to Mintzberg, the leadership can not limit itself to delegating management instead of distinguishing the managers from the leaders, the managers should be seen as leaders and thinking about leadership as a well-practiced management. Management is neither a science nor a profession, it is a practice that is learned more than anything through experience and that is emphasized in the context. It can be inferred from the above in encouraging all professionals in management tasks within a company to move away from the theory and approach the practice in everything related to management.

Perhaps in previous years the management focused on results of billing or profits for production, now for a few years joined to the above, a new paradigm appeared, worker safety, then a few more years it is required to minimize the environmental aspects and impacts that can be generate in the same processes generated within the organization, here you can feel the constant evolution of management to plan and face the challenges of organizational changes.

Many companies have focused mainly on the social paradigm, leaving aside the essence of the organization such as production, safety and care for the environment. It is worth noting the backward growth in the quality of service and profits. Management can not be focused on a single topic since the initial purpose of the organization is abandoned.

What these types of companies must understand is that currently human value is above the value of the company's assets, not only with the human value within the organization must also be socialized with the communities, thus generating a dynamic environment not only inside but outside of it. It must be explained why it is working within a company the communication of this purpose must be given by the manager or the leader of the company. By having a clear idea of this within the organization, everyone will be working for the same objective and not for each other's assumptions. It is not to explain the vision, mission and values that are data that the worker learns the first day and then forgets.

The strategies have to be bold in times of change, for the manager to ask himself to be rated from 1 to 10 if he is bold or not. If you do not have an aligned organization that demonstrates that you can implement the strategy effectively and not adapt to changes without planning force because entropy was generated within the organization, but in the opposite direction always be prepared with a bold strategy .

Organizations need to focus on communication between all their areas, you must think of this as the blood of the company, if at any time the blood stops reaching the legs this organization can not keep up, or if it does not arrive to the arms it will not be able to produce, to greater communication in a company greater commitment and lower entropy.

Nowadays organizations must be prepared for any kind of scenario, it is essential to face a situation that is not favorable for the organization, even if they have not foreseen it. Methodologies must be followed or prepared to successfully face these types of unforeseen changes. Top management must actively participate in these strategies, protocols and methodologies. A knowledge of the variables, of the causes or specific root of the problem must be handled where the communication culture of the company will define the success or failure of an organization facing a problem.

In countries where their main source of income is the export of oil, another source of income must be added to complement the fall that is being experienced by hydrocarbon revenues and enhance productive capacities and make better use of natural resources and resources. intellectuals that the country has. The intangible resources of the company are increasingly difficult to control, financial capital is extremely mobile. In short, the world is increasingly complex and the task of management requires enormous capacities to lead the company towards success.

• Jones, G. (2008). Teoría organizacional y diseño de cambio en las organizaciones. México: Editorial Pearson Educación.
• Rivas, L. (2009). Evolución de la teoría de la organización. [Documento en línea]. Disponible en: http://goo.gl/fk94I1
• Mintzberg, H. (1979). The Structuring of Organizations. Canada: Editorial McGill University.