| Abstract [eng] |
Smooth readiness for change in organizations is essential for effective change management to ensure the successful implementation of new processes and technologies. Good readiness for the implementation of changes can mitigate potential risks, avoid resistance and operational disruptions, and ensure that employees are properly prepared for change. Inadequate readiness for change costs the organization more time, financial, human, and other resources. How to ensure that significant changes in organizations are properly readinessed, implemented properly, and managed effectively is a difficult problem for every organization to solve. The research goal formulated to solve the problem is to create a Cyclical Model of Readiness for Change and verify it in a waste management center. A tool was created using theoretical scientific literature analysis and practical research methods - a Cyclical Model of readiness for change, designed to prepare employees for significant changes. A quantitative study (60 respondents) was conducted using a questionnaire. The research used the created tool for change readiness - a six-step a Cyclical Model of readiness for change. The selected steps are arranged in a logical sequence to ensure smooth problem identification, introduction to the change program, determination of readiness for change, monitoring of the process progress, communication, motivation and elimination of discrepancies at each step according to the change readiness report. The change readiness report is necessary and necessary throughout the process to compare the actual implementation stages, deadlines and resource utilization with the initial change program. The conclusions obtained provide key recommendations for changing the problematic situation in the organization. By analyzing previous experience and applying the acquired new knowledge and skills, managers can accurately identify areas for improvement in the organization, improve processes, avoid employee resistance, promote best practices and foster a culture of continuous improvement. The success of the ongoing changes in this organization will depend not only on the proper identification of problems in the readiness for change, employee encouragement and timely introduction to the program of changes planned in the organization, but also on monitoring and adjusting the progress of the readiness for change. By following this research practice, it is possible to improve the readiness for change phase to the required selected level and increase the likelihood of successful and well-implemented changes in the organization. Therefore, the readiness for change phase is essential for the successful implementation of changes, as it helps to reduce operational risks, employee resistance to change, ensure appropriate employee development, and improve communication at the individual and team levels. A properly the readiness for change phase creates better conditions for faster, smoother, and more successful implementation of significant changes. By following the practice of applying the developed model, it is possible to improve the readiness for change phase and increase the likelihood of successful and well-implemented changes in the organization. |
