Key Positions in the Process of Organizational Change Management in the Logistics Business

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MAGAZINE №3(86) June 2018



KONONOVA G.А. - Doctor of Ec.Sc., Professor, Department Management of State University of Economics, Finance, Law and Tecnologics (Gatchina, Russia)

CATEGORY  Logistic service providers Supply chain management Analytics and reviews


Key elements of process of organizational change management in the logistics business are defined and described in the article. The problem of improving the process of organizational change management is linked with organizational changes effectiveness which is substantially set in borders of the management of these changes. The criterion of effectiveness of organizational changes is set, and according to this criterion management tasks have to be ranged, projected and evaluated from a position of development of functional stability properties of an organization considered as an open social and economic system. The range of management tasks of organizational changes is defined and their differentiation on functional stability properties of the business organizations is determined.

The model of process of organizational change management suggested in the article specifies its key positions for the case when ensuring functional stability of organizations in the logistics business is accepted criterion of management efficiency. Concurrently goal-setting of management is defined by the greatest possible use of factors of development of such system properties as organization balance, its adaptability, and integration. Disclosure of model of process of organizational change management is accompanied by specification of differences between organizational changes initiated by managers and changes which are beyond their competence, arising as a result of influence of external and internal unregulated factors. The article describes key positions of process of organizational change management. The importance of these positions is usually underestimated by managers whereas these positions are to be guidelines when establishing and correcting goal-setting of administrative influences in due time.

On the example of generalization of questionnaire-based survey findings received from the logistics business experts, it is proved that differentiation of the key reasons for organizational changes is necessary. During the research innovative activity of the logistics business organization was a subject of differentiation. Differentiation was performed on grounds of innovation (the new equipment or technology), and a segment of its implementation. The  research results show that differentiation of organizational changes reasons enables to define a preferable area of administrative influences, to specify their goal-setting as well as labour intensity.

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