Perhaps some would ask us why we should:
Why is it important to know the principles and usefulness of "organizational change" to address the actions, institutions and training programs in empresas?
En líneas generales, los distintos modelos de cambio organizacional consideran básicamente cuatro variables:
1) El ambiente, centrado en aspectos como la turbulencia ambiental, la explosión del conocimiento, de la tecnología y de las comunicaciones, así como en el impacto de esos cambios sobre las instituciones y los valores sociales
2) La organización, tomando en cuenta las necesidades de dinamismo y flexibilidad organizacional para sobrevivir en un ambiente dinámico y cambiante, donde continuamente surgen nuevas tecnologías, nuevos valores sociales, nuevas expectativas, etc.
3) El grupo social, considerando básicamente los aspectos de liderazgo, comunicación, interpersonal relationships, conflict, etc.
4) The individual, highlighting their motivations, attitudes, needs, etc..
These four basic variables are addressed with particular attention to their interrelationship and interdependence, to the effect that changes to reach and serve both organizational goals and to the individual.
The relationship of these four variables with corporate training is quite obvious: The impact of change has continually updates and as we know, the updates usually require "training." And this impact is manifested in:
Institutions Social values \u200b\u200band cultural
same social groups in organizations
people in aspects of individual interests
The need to be flexible towards change
But the most important consideration for us is the nature of the training process with respect both to change, because we consider that training is not a decisive factor of change, but only a factor intervening in it.
In this context the following is a principle or axiom, that any person engaged in the field of training or related to the topic, you should always bear in mind:
"Training by itself it does not change, but that can be generated within the political and cultural strategic projects in which becomes meaningful. "Having a clear
this concept from a methodological perspective means that training should not be considered a variable" independent ", but always a dependent variable.
consequences arising from this principle are important
1 - Specialists in training and / or all persons connected in one way or another area, must have knowledge of "organizational change", because actions, instances, projects and design and develop programs that will be framed in different situations invariably improvement or organizational change. So, their collaboration as experts in the field will be enhanced and enriched greatly if they have such knowledge.
2 - They must also put into play a special smell to recognize when a "request" demand "or" necessity "of training is actually framed in an instance of planned changes or not. Because otherwise, the training or actions that are performed may be at risk of not being effective, to become a waste of time and, worse, at a cost that the organization can not recover. Therefore, the training specialist or consultant should be present between the main questions of expert, following:
a) What the project or program improvement or change that is part of this demand for training that I made?
b) Could you accurately describe the project or program improvement or change that fits the demand for training that made?
c) What are the main objectives of the project or improvement or change they want to pursue?
d) Could you describe briefly what is the theoretical framework of the project or operational improvement program or make changes that are proposed?
e) Why do you need a project or training program?
f) Could give me good reason to explain it, ie give me a convincing argument about it?
The answers to these questions, which could be placed on a preliminary assessment will be an essential input for the expert, because from them, have the first elements to plan its work properly and effectively.
From what we have proposed is derived, of course, that knowledge of the problem of "organizational change" is one of the issues that the expert training should carry in your bag of knowledge.
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