| Title |
Darbuotojų pasipriešinimo pokyčiams valdymas / |
| Translation of Title |
Management of employees' resistance to changes. |
| Authors |
Bubliauskaitė, Dominyka |
| Full Text |
|
| Pages |
122 |
| Keywords [eng] |
changes ; employees' resistance to changes ; managing employees' resistance to changes ; organizational performance |
| Abstract [eng] |
Changes are a common feature of the modern environment and the modern company. A barrier for implementation of changes is employees‘ resistance to changes. The ability to manage employees‘ resistance to changes is the tool for creating a competitive advantage in the company. The problem is formulated by the question: how to manage employees‘ resistance to changes? Object of paper is employees‘ resistance to changes. The aim of paper is to create a management model for employees‘ resistance to changes. Objectives: 1. to analyze the latest research on the subject of employees‘ resistance to changes and to identify the gap in scientific knowledge in formulating a scientific problem; 2. to analyze the concept, causes and forms, methods and management models of employees‘ resistance to changes; 3. to develop a theoretical model for the management of employees‘ resistance to changes and empirically verify it; 4. to analyze the results of empirical research on the model for the management of employees‘ resistance to changes and to update the theoretical model. The theoretical management model for employees‘ resistance to changes is verified empirically. It has been determined that the statistically significant positive influence on the nature of resistance to changes make causes related to employees‘ attitude to changes.The methods of managing employees' resistance to change make a statistically significant positive impact on organizational performance.The research do not confirm that the nature of the resistance to change would have a statistically significant influence on the ways of managing employees‘ resistance to changes. The nature of resistance to change do not make a statistically significant effect on organizational performance. Therefore, by refining the model on an empirical basis, it can be argued that this model expresses the link between ways of managing employees‘ resistance to changes and organizational performance, and also the link between employees‘ attitude to changes and the nature of resistance to changes. It is concluded that management model for employees‘ resistance to changes is appropriate because it is based on theory and empirically verified. |
| Dissertation Institution |
Kauno technologijos universitetas. |
| Type |
Master thesis |
| Language |
Lithuanian |
| Publication date |
2017 |
