From CHANge to GEchan

According to Kavita Singh, change is the coping process of moving from the present state to a desired state that individuals, groups, organizations undertake in response to dynamic internal and external factors that alter current realities. Knowing how to face the change is what brings success to the organizations, being able to be adaptable, flexible and responsible.

There are two types of changes inside organizations, the planned change, resulted from a deliberate decision, and the unplanned change, which is imposed in the organization. These changes generate a different impact in the institutions according to the scope they bring, which can be incremental (Small scope that causes the making of little improvements), strategic (large-scale scope which bring organization’s restructuring), and transformational (Organization moving to a different and unknown state). As consequence, changes create in the companies several situations, that can affect positively or negatively the environment on it.

CONSEQUENCES

Positives	Negatives
Developing of New ideas Brings Creativity Brings Organizational vitality Establishes identities Safety valve to new problems	Diverts energy Damaging of Psychological wellbeing Wasting of resources Creation of Negative climate Damaging of Group cohesion Creation of Aggressive behavior

And, across the time were developed different managing changes’ theories according to the situation the world was having at the moment. Between 1950 and 1970, was developed the Model of Kurt Lewin which proposes a three stage theory of change commonly referred to as Unfreeze (Creation of dissatisfaction, being able to move), Change (Moving the necessary resources to create the change), Refreeze (Driving into new ways of working). Then at 1970, the Model of Beer was exposed in which the employees' roles, responsibilities and relationships are seen as key to bring about new situations, and the management’s steps were drive the change, share a vision and foster commitment to shared vision. And finally, in the globalization’s age, the one that we are living it, the managing change is seeing as a way to seek for a competitive advantage in an open world, without boundaries and constantly technological and political changes.