Socio-Economic Aspects of Organizational Change Management
Abstract
Radical changes faced by human society in the second half of the twentieth century had their repercussions on enterprises, imposing a new business philosophy of organizational behaviour and action as an imperative for success. The organizational changes represent constant challenges for HR managers, too. Acceptance and active participation in changes significantly affects the business success of the enterprises and society as a whole. In addition to a positive attitude towards change, employees feel and show a negative attitude in the form of resistance to the organizational change. The basic assumption that is made when implementing the process of change management and HR management in modern enterprises is that the human resources of the enterprises are the most important intangible business resources which have strategic importance for achieving competitive advantages.
Based on this knowledge, the paper analyses the socio-economic aspects of the process of strategic change management and the attitude towards change in enterprises. The attitude towards change is analysed both from the perspective of the enterprises, HR managers, and from the perspective of employees. For that purpose, relevant theoretical material was used, as well as adequate scientifically based methodology in the form of methods of analysis and synthesis, induction and deduction, comparative and historical methods.
References
Ђокић, Н. и Машић, Б. (2015). Основи менаџмента и стратегије. Приштина – Косовска Митровица: Економски факултет Универзитета у Приштини са привременим седиштем у Косовској Митровици.
Ђуричин, Д., Јаношевић, С., Каличанин, Ђ. (2009). Менаџмент и стратегија. Четврто, прерађено и допуњено издање. Београд: Центар за издавачку делатност Економског факултета.
Калајић, Д. (2005). Кодекс соларног реда. Београд: Никола Пашић.
Премовић, Ј. (2015). Људски ресурси као стратешки потенцијал одрживог туристичког развоја Србије (одбрањена докторска дисертација). Крагујевац: Економски факултет Универзитета у Крагујевцу.
Премовић, Ј. (2021). Менаџмент људских ресурса у туристичким предузећима. Београд: Економски институт.
Bogdanović, D. (2016). Upravljanje promenama. Bor: Univerzitet u Beogradu, Tehnički fakultet u Boru.
Dess, G. G., Lumpkin, G. T., Eisner, A. B. (2007). Strategijski menadžment. Beograd: Data status.
Drašković, V. i Drašković, M. (2004). Strategijski menadžment sa primjenom u pomorstvu. Kotor: Fakultet za pomorstvo.
Đorđević, B. (2005). Strategijski menadžment. Kruševac: Fakultet za industrijski menadžment; Izdavački centar za industrijski menadžment plus.
George, J. & Jones, G. (2002). Organizational Behavior. New York: Addison Wesley Longman.
Kirin, S., Gavrić, G., Kirin, S. (2020). Organizational Culture in Serbia in Relation to the Characteristics of Organization – Empirical Research. Industrija, 48 (4), 23–45.
Labović-Globarević, V. (2018). Spremnost za promjene – nove kompetencije za društvo znanja. Sociološka luča, XII/2, 85–91.
Maxwell, J. (2019). The 25-50-25 Principle of Change. Преузето са: https://www.johnmaxwell.com/blog/the-25 50-25-principle-of-change/
Nelson, D. &, Quick, J. (2003). Organizational Behavior: Foundations, Realities, and Challengers. Mason, OH: Thompson South-Western.
Premović, J., Arsić, Lj., Boljević, A. (2012). Učeće organizacije kao rezultat menadžerske revolucije. Tehnika, 62/1, 141–146.
Robbins, S. P. & Coulter, М. (2004). Menadžment. Beograd: Data status.
Stojanović, V. (2000). Organizaciono učenje u funkciji transformacije preduzeća. Poslovna politika, 29/1, 30–33.
Todosijević, R., Bobera, D., Boljević, A. (2000). Uticaj kulture firme na menadžment strategijskih promena. Strategijski menadžment, 3/2000, 38–46.
Zimanji, V. i Štangl Šušnjar, G. (2005). Organizaciono ponašanje. Subotica: Univerzitet u Novom Sadu, Ekonomski fakultet.
The details about the publication policy, including copyright and licensing, are available at: