Управување со организациските промени=фактор за унапредување на конкурентноста на македонското стопанство
Managing organizational changes-factor for improving competitivness of Macedonian economy

Summary/Abstract: Managing organizational changes we enable positive human reaction to changes,in sense of their implementation in correspondence to the set goals. Previous practice shows that about 80% of assets are directed towards information technologies and only 20% towards managing organizational changes and human resources. Also, we can mention that even 80% of the organizational changes never reach the expected positive results, and even 60% of technological initiatives failed. What is common for both these failures? It is the fact that in all cases the key role has bad managing of human resources/human factor. New technological solutions need inclusion of every person in the organization and his rediness to change the existing behaviour and way of thinking. Anyway, it needs time, motivation, skills and practice. The organization is ready for changes when the employees satisfy some pre-conditional skills (having a high level of knowledge and skills in order to successfully implement of changes), and good will (motivation of all employees for implementation of knowledge and skills in favor of conducting the changes). Greatness of the problems can be assumed in the scale from a very simple one to a very complex one. Finally, with the changes we cover: strategy, models for working, key processes of the IT system, organizational structure, role and responsibility, compensations and gains, number and type of working places.

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