СУЧАСНІ ПІДХОДИ ДО УПРАВЛІННЯ ОРГАНІЗАЦІЙНИМИ ЗМІНАМИ: СТРАТЕГІЧНИЙ, ПОВЕДІНКОВИЙ ТА ТРАНСФОРМАЦІЙНИЙ АСПЕКТИ

• Datum: 2025
• 1. Verfasser: Kaschuck, Kateryna
• Format: Artikel
• Sprache: Ukrainisch
• Veröffentlicht: Zhytomyr Ivan Franko State University 2025
• Schlagworte: організаційні зміни; стратегічне управління; управління персоналом; організаційна трансформація; зміни в бізнесі
• Online Zugang: http://eui.zu.edu.ua/article/view/346742
• Назва журналу: Economics. Management. Innovations

The article examines modern approaches to managing organizational change, focusing on three key aspects: strategic, behavioral, and transformational. It reveals the interrelationship between strategic change planning, human resource management, and radical transformation of organizational structures. An integrated change management model is proposed that considers contemporary business environment challenges. The study explores modern approaches to implementing organizational changes with emphasis on strategic, behavioral, and transformational aspects. Transformational leadership plays a particularly important role as a crucial link between strategic conception and its practical implementation. Leaders capable of inspiring and motivating staff create necessary support and emotional commitment to transformations. Based on analysis of existing theoretical models and empirical research, an integrated change management concept has been developed that combines structural-strategic components, behavioral mechanisms, and transformational leadership. The research confirms that the effectiveness of organizational transformations significantly increases when these elements are applied systematically and simultaneously. The proposed concept enables not only increased probability of successful change implementation but also ensures sustainability of achieved results in the long-term perspective. A clear, well-articulated vision of the company's digital future serves as the key element of this triple system, translated into a concrete action plan with defined implementation stages and measurable performance indicators. Research confirms that organizations with such a clear plan demonstrated 1.6 times more frequent productivity growth and ability to quickly adapt to pandemic shocks . Strategic transparency plays a decisive role in this process, enabling effective resource concentration, precise identification of priority directions, and significant reduction of internal resistance levels. The clear vision serves as a benchmark for all three system components - technological development, management practices, and personnel development, ensuring their consistency. When every employee understands the ultimate goals of digital transformation, technical projects transform into a joint strategic initiative. Measurable performance indicators and step-by-step implementation make the change process manageable and predictable, which is particularly important in contemporary business dynamics characterized by high uncertainty and rapid changes in the external environment.