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This article explores the utility of punctuated equilibrium (PE) theory in explaining revolutionary organizational change in the public sector and its effects on policy implementation, with a focus on the United States Coast Guard. We illustrate our model using data from in‐depth interviews with current and former senior Coast Guard officers and enlisted personnel, as well as secondary sources such as historical accounts and budget data. Through content analysis, we argue that PE theory begins with a change in the public sector organization's external environment, which then affects organizational strategy, structure, power distribution, and outputs. Punctuated equilibrium theory proves to be a valuable lens for understanding policy outputs in relation to organizational change. Related Articles: Kwon, Sung‐Wook, and Sylvia Gonzalez‐Gorman. 2019. "Influence of Local Political Institutions on Policy Punctuation in Three Policy Areas." Politics & Policy 47(2): 300–25. https://doi.org/10.1111/polp.12295. Neill, Katharine A., and John C. Morris. 2012. "A Tangled Web of Principals and Agents: Examining the Deepwater Horizon Oil Spill through a Principal–Agent Lens." Politics & Policy 40(4): 629–56. https://doi.org/10.1111/j.1747‐1346.2012.00371.x. Peng, Peiwen, and Tangzhe Cao. 2023. "Attention, Institutional Friction, and Punctuated Equilibrium in China's Budget: Changes in Social Security and Employment Expenditure." Politics & Policy 51(2): 256–82. https://doi.org/10.1111/polp.12523. [ABSTRACT FROM AUTHOR]

This research analyzes the impact of managerialism on academic identities at a public university in Chile. Through a case study, it delves into how managerial practices prioritizing efficiency and performance metrics transform university management and the work of its academics. Based on Archer's concept of reflexivity, the research explores how academics negotiate the tension between traditional academic identities and new productivity demands, leading to different modes of reflexivity: autonomous, meta-reflexive, fractured, and communicative. The findings illustrate that, although academics have pragmatically adjusted to managerial demands, this does not necessarily imply an ideological acceptance of such practices. Additionally, the study reveals a diversification and redefinition of academic identity, reflecting the complex interplay between institutional demands and individual perceptions. The conclusion suggests that managerialism leads to a reconfiguration of the environment and identity of academic in Chilean universities, with an increasing emphasis on research and productivity over teaching, both signifi- cantly shaped by the managerial context in which they operate. [ABSTRACT FROM AUTHOR]

Introduction: Efficient change management and employee well-being have become determining factors for organizational success. This study focused on analyzing the mediating role of organizational climate in the relationship between willingness to change and eudaimonic well-being of employees. Method: There was a sample of 510 participants from three countries (Colombia: n = 158, 31%; Spain: n = 201, 39.4%; Ecuador: n = 151, 29.6%), with an average age of 36.47 years (SD = 12.61), who responded to the Organizational Climate Test (Focus-93), a Test of Readiness for Organizational Change (CEDCO) and an Index of Eudaimonic Well-being (EWB). Results: The multivariate and regression analyzes with structural equations indicated a limited predictive capacity of organizational change in well-being and the positive influence on the organizational climate, in addition to a moderate evaluation between well-being and organizational climate. However, the evaluation between organizational change and climate highlights the importance of effective change management to influence employee well-being. Conclusions: These findings emphasize the need to design strategies that foster employee well-being through change management and the promotion of a positive organizational climate in specific organizational settings. [ABSTRACT FROM AUTHOR]

This article places its interest in proposing a reinterpretation of some aspects of knowledge transfer from the university academic. The identity ambivalence of the entrepreneurial researcher who participates in the transfer of knowledge in a Mexican public university is analyzed. The methodology that supports the results was supported from a qualitative perspective. The discursive expressions of researchers were documented, obtained through semi-directed interviews, complemented with documentary analysis and material collected through indirect observation at a state university in the center of Mexico. The central discussion emphasizes the existence of fragmented and ambiguous processes that, in a Hispanic American context, configure an identity gap that creates a liminal space. The main finding of the research consisted of the identification of different institutional logics that converge in the university academic, generating a process of identity ambiguity, a source of deep individual and collective tensions. [ABSTRACT FROM AUTHOR]

This article aims to analyze the theoretical contribution regarding the relationship between unpredictability and organizational change. A bibliometric analysis of works on unpredictability in organizational change published in Scopus was conducted to achieve this objective. The analysis results reveal that in the field of business, unpredictability is an element that significantly influences organizational change. The key conclusion is that complexity, innovation, and resilience are elements associated with managing change in the face of unpredictability. [ABSTRACT FROM AUTHOR]

The article falls within the field of Organizational Studies and aims to provide an analysis of the interactions that arise between government-issued public policies and the responsiveness of public sector organizations to adapt to the diverse requirements of politics. We start from the assumption that organizations make various adjustments to their management processes with the goal of managing and implementing strategies, processes, and various mechanisms that allow them to adapt and gain legitimacy in relation to the State. This work revisits the methodological foundations of documentary research through an empirical approach to two strategic sectors in Mexico. The results indicate that public policies generate impacts at the organizational level and adaptive changes in various types of organizations. These changes alter the behavior of actors, organizational structures, ideologies, values, norms, and organizational processes. [ABSTRACT FROM AUTHOR]

Change is a phenomenon with which organizations constantly interact, especially if they pursue their survival. However, its implementation can give rise to conflicts within the organization when it is rejected by any of the groups that make it up. The objective of this article is to make a theoretical review of organizational change and its implications, as well as its relationship with power in the organization. For this, a qualitative theoretical investigation of the documentary design type with a descriptive scope will be used. Through this research, it was found that it is possible to implement organizational change through different models and it was concluded that the implementation of change in an organization can lead to a power struggle, causing a conflict between those who seek to implement the change and those who reject it, although there are strategies to combat resistance to change. [ABSTRACT FROM AUTHOR]

The present study sought initial evidence of internal structure validity and of the relationship with external variables for the Agility in the face of Organizational Changes Scale in Brazilian samples. Study participants were 494 workers (53% female), with ages varying between 22 and 74 years (M=45.5; SD=9.2). Exploratory Factor Analysis suggested the retention of a single factor, with five items and factor loadings ranging from .53 to .80. The same occurred with Confirmatory Factor Analysis, which presented satisfactory fit indices. The scale showed a high positive correlation with acceptance of change and openness to experience and a weak negative correlation with skepticism towards change. Therefore, it can be considered an appropriate measure for the assessment of individual agility in the face of organizational change. The scale can be used in research and in organizational diagnoses, with the construct best interpreted including other variables of the work and personal contexts. [ABSTRACT FROM AUTHOR]

This study researched the role of directors appointed shortly before the COVID-19 lockdown. Interviews were held with directors from eight elementary schools at a socio-educational disadvantage, and content analysis was used to discover their decisions for addressing the contingency. The results show that some schools were able to attain the minimum conditions for operating in the emergency, and demonstrated a concern for improving pedagogical aspects. Readiness for change was the greatest when the director first mobilized an emotional component, enabling concrete actions. The conclusion is that the organizational cultures best prepared for change responded with greater ease to the director's proposals, especially when they had a pedagogical focus. [ABSTRACT FROM AUTHOR]

Prior research suggests that individuals' bottom-up initiatives for change are effective in developing support for change, yet it lacks empirical validation in the context of public organizations. Building on the job demands-resources theory (JD-R), this study examines the process that contributes to translating one's positive behavioral enactment and support for change, particularly in public organizations. The findings are theoretically and practically significant, providing fresh insights into the behavioral mechanisms involved in the cultivation of support for change in public organizations. [ABSTRACT FROM AUTHOR]

One of the great challenges that basic education in Mexico faced during the pandemic was to continue education remotely. The Ministry of Public Education launched the Learn at Home strategy, generating a rearrangement in the forms of organization and teaching-learning strategies in educational centers for the implementation of the project. The objective of the research is to show some effects at the organizational level during the implementation of the project. This is a case study made up of 24 schools from rural and urban communities, from 13 states of Mexico and the application of semi-structured interviews as a data collection technique. The theoretical approach takes up some postulates of the Theory of the Organization on change and organizational learning. The study concluded that at the management level, the changes in the forms of organization derived from the incorporation of digital and technological tools, led to the digitization of some administrative processes that became more efficient. At the pedagogical level, access to ICTs and technological infrastructure were a determining factor for the implementation of the project, evidencing the inequality between rural and urban schools that affected the teaching-learning processes. [ABSTRACT FROM AUTHOR]

Private security organizations have been scarcely studied, starting from the perspective of Organizational Studies, the case of a Mexican business organization dedicated to this activity is analyzed. The objective of this article is to analyze how and why organizational change is carried out in a private security organization. The methodology used is qualitative, using the case study as a research strategy. The main results are that the processes of change in the organization were necessary due to factors of the external and internal environment, related to feasibility and decision making, it was found that the involvement and constant participation of the members of the organization is required --agents of change-- and of intention and perception, elements that have allowed the change to be successful as planned. In this case the change is found within the theories of teleology and the life cycle. [ABSTRACT FROM AUTHOR]

Achieving rapid organizational change to respond to the new demands arising from the current coronavirus pandemic is the challenge facing business leaders around the world right now. Their challenge is to drive change at three different levels: personal, that of others and the organization. To achieve this purpose, those who are in charge of the companies, according to the experience already obtained from some of them, must develop a series of special managerial skills that allow them to effectively lead the change in the organization; that is why the objective of this research is to show and highlight, based on the review and analysis of bibliographic material and conceptual reflections, the importance for company executives to improve in a singular way some management skills to be able to resist and even reverse the adverse effects of the current international scenario caused by the coronavirus (COVID-19). [ABSTRACT FROM AUTHOR]

The article titled "Are leadership and organizational innovation catalysts for person-centered care?: A case study of the Matia Foundation" analyzes the importance of leadership and innovation in person-centered care. It focuses on the case of the Matia Foundation, which implemented a transformation process in 2011 to develop this approach. The article highlights the need to manage diversity and build trust in direct care teams. It also mentions the importance of decentralizing decision-making and the real participation of each person. The text presents proposals for holocratic organization and emphasizes the importance of participatory care planning. Additionally, it discusses the importance of personal leadership and strategic change management. The article also provides bibliographic references related to leadership and integrated care. [Extracted from the article]

The New Public Education Law (NEP) has imposed a structural reform of the public school system in Chile, transferring the control of municipally-run schools to state services that are under the authority of the Ministry of Education. This implies an unprecedented process of recentralization and an increase in administrative scale not seen previously anywhere else in the world. In this paper, we carry out a qualitative analysis of the implementation of a Local Public Education Service, which combines three municipalities of Greater Santiago. We identify serious institutional design flaws that generate labor distress, offset by a sense of heroism with which staff aspire to improve the future of children and public education. This situation is not sustainable over time and it is essential to improve working conditions to guarantee the quality of education in this service. With this aim, we highlight the need for urgent improvements in the administrative operation of the NEP in terms of financial management, human capacities, and institutional learning. [ABSTRACT FROM AUTHOR]

When exploring the relationship between public organizations and their environment, literature in public administration has favored the notion that the organization's environment is static and, therefore, effective management is grounded in routines and institutions providing capabilities to respond to events. In this article, we argue that the capabilities to respond could become ineffective when facing changes in the environment. The study of the relationship between public organizations and their environment could be enriched by considering dynamic environments, specially to distinguish response from adaptation as different types of capabilities. [ABSTRACT FROM AUTHOR]

Since 2010, the need to professionalize the mayor's profile has been debated in Colombia, a proposal that arises based on the low performance levels of many municipal administrations. However, during the development of this research it was possible to demonstrate that there is no direct relationship between the levels of professionalization of local mayors and their overall performance; additionally, it was shown that there are a number attributes that are decisive in the performance of a municipal mayor. Therefore, from a mixed research, carried out during 2017 and 2018, the level of performance was evaluated from a longitudinal series, based on information available on former mayors of the Colombian capitals for the last three constitutional periods (2007-2015), which made it possible to find the factors with the greatest impact on their performance, which allowed guiding an institutional adjustment, after three decades of having adopted in Colombia the popular election of mayors. [ABSTRACT FROM AUTHOR]

The objective of the study was to analyze the management of the planned change in the teaching personnel of the educational institutions of basic secondary of Santa Marta, Magdalena, Colombia, theoretically, it was based on authors such as Gongalves (2020), Prieto y otros (2019), Garbanzo (2016), Vásquez (2007), Raffini (2008), among others. Methodologically, it is descriptive, with a non-experimental, transectional, field design. With a population of thirty teachers. Data collection with a questionnaire of twenty-one (21) items, simple selection with five response alternatives, validated and with a Cronbach's alpha reliability of 0.700. The results indicated that it is necessary to recognize the signs that show the need for change, being necessary to design a vision that leads to a guiding coalition towards change. performance, and with it improve productivity, worker satisfaction and the achievement of objectives. [ABSTRACT FROM AUTHOR]

This article presents the results obtained from investigating the organizational change of small companies in the agro-industrial sector of the city of Tunja in the last decade. This research used semi-structured interview techniques and a theoretical review focused on five dimensions: i) organizational change, ii) worker-leaders and managers, iii) government, iv) culture and traditions, and v) failure and resistance. The findings provide companies with a greater understanding of change as a constant and slow process that allows organizations to endure over time. Likewise, the implementation of new technologies has favored the production and growth of organizations. [ABSTRACT FROM AUTHOR]

Human resource management as a strategic function in work organizations is currently a highly complex activity that implies significant challenges for human management leaders at a global level, due to the processes of constant change that all kind of organizations must experience, due to demands arising from the transformations of the environment and the internal requirements of adjustment in organizations to maintain their productivity and competitiveness in the dynamics of current markets, conditions that have serious implications in the management of change and its relationship with behavior, performance and commitment of the workers. In this context, the human resources area has the important task of contributing to the management of human talent to achieve high levels of commitment from people in organizations and facilitate change processes, if organizational leaders want to achieve strategic objectives in a much more effective way. To achieve this, it is necessary to identify key variables that affect human behavior in work contexts and understand the possible relationships between these variables. The main objective of this research was to identify the relationship between age, engagement, and disposition to organizational change since these variables turn out to have a key role in human resource management in the current context of the world of work. The present investigation is framed in the perspective of positive psychology, a recent approach that seeks to move away from the emphasis on the pathological behavior to focus on the positive aspects and potential of the human being. This is the perspective of psychology in the field of the study of organizational behavior has been called positive organizational psychology. To achieve the objectives of identifying the relationship between the variables, a predictive study with a simple correlational design was performed. This kind of study is mainly oriented to investigate the functional relationship between two or more variables in which no forms of control of strange variables are used. The sample was made up of 808 people divided into two sub-samples (35.5 % Colombian and 65.5 % Ecuadorian), selected in an accidental non-probabilistic way; The self-report on age, the Utrecht Work Engagement Scale (UWES) questionnaire and the instrument Disposition to organizational change were used to evaluate the variables. The results showed significant relationships between the variables disposition to organizational change and engagement, both in general and in the subsamples; however, when investigating the possible role of age in moderating the other two variables, no evidence was found in this regard. Other analyzes suggest the possibility of an effect mediated by cultural aspects that may affect the readiness to change. However, recent events such as the world situation derived from the SARSCOV2 virus pandemic and its impact on work dynamics, suggest the need to advance in complementary studies to the one carried out by the authors and presented in this article, since the Work activities have migrated for many people from the context of the company to the context of the home, which highlights other variables that could affect the relationship investigated here. [ABSTRACT FROM AUTHOR]

The present study aimed to analyze the integral development of processes adapting to change in small and medium size enterprises (SMEs) of technological services. This study is a descriptive non-experimental field investigation. The population (44 managers) was surveyed with a Likert scale questionaire, consisting of 19 statements relating to culture and organizational change. This instrument was subjected to the validity of contention. The coefficient of trust of Alfa Cronbach was applied yielding a coefficient of 0.85. The analysis of the results was presented through frequency tables. It is concluded that the processes executed for adaptation to change are based on a strong organizational culture, which induces resistance. This generates the need to promote organizational development programs, which diminish resistance to change and breaks with old customs, giving way to new technologies. [ABSTRACT FROM AUTHOR]

The institutional theoretical perspective that promises to overcome the comprehensive narrowness of instrumental rationalism, guided the approach to the phenomenon of change in organizations of small producers of the primary link of the dairy chain in Colombia, on the occasion of a public policy instrument that sought to alleviate the impacts of the commercial opening of the sector. This article deals with the change in the structures of significance, understood as social construct, in small producers in the department of Boyacá. A qualitative interpretive study was carried out whose finding is specified in that the institutional arrangements on which the state support mechanism was based, did not achieve the construction of meaning among the beneficiary subjects, and consequently, the expected changes did not occur. [ABSTRACT FROM AUTHOR]

The objective of this research was to determine the relationship between aspects of organizacional culture and the disposition to organizacional change. A quantitative, nonexperimental study was carried out under a comparative design; with a sample of 558 participants from four higher education institutions. The instruments used allowed the evaluation of the organizational culture --OCAI-- and the willingness to change. The results showed significant relationships between the factors and the types of organizational culture with the macro and micro dimensions of the disposition to organizational change. Significant differences were also found between the institutions in the group and organizational dimensions of the disposition to change; in the organizational factor and the type of hierarchical culture. It is evident how the organizational culture is particularly related to organizational aspects and business communication. [ABSTRACT FROM AUTHOR]

El escenario organizacional ha pasado por diversas transformaciones y desafíos, lo que puede traer impactos también para los trabajadores. Así, se reflexiona acerca de la posibilidad de que las personas construyan la felicidad en el trabajo, cuáles factores son importantes para ella y cómo la gestión de personas puede contribuir en su construcción. La investigación en cuestión fue desarrollada en una organización privada de tecnología, que pasó recientemente por una reducción de personal. Se discute, por lo tanto, las repercusiones de ese proceso de cambio hacia las políticas y las prácticas de gestión de las personas y para la percepción de la felicidad de los trabajadores, de modo que se realizaron análisis de documentos, entrevistas (con líderes y demás trabajadores) y aplicación de un cuestionario. Se identificaron diversas políticas y factores relevantes para la felicidad en el trabajo, como reconocimiento, desarrollo personal y profesional y relaciones interpersonales positivas. Sin embargo, en la práctica, muchas de las políticas existentes acabaron perdiendo en medio del proceso de reducción y reestructuración organizacional, lo que traía impactos para la felicidad de los trabajadores. Sin embargo, todos los participantes afirmaron creer que es posible ser feliz en el trabajo. [ABSTRACT FROM AUTHOR]

The Partnerships for Innovation Program is a COLCIENCIAS initiative supported by Confecámaras, and it is intended to generate an innovative culture and way of thinking as well as the skills to design and develop innovative projects. The Chamber of Commerce of Manizales, Caldas (CCMPC) has led this program in the Coffee Region. The impacts of the Partnerships for Innovation Program have been identified through applied research of a descriptive nature which was developed by the Autonomous University of Manizales and the CCMPC in different sectors of the department of Caldas. Through the analysis of the indicators, the program achievements, and the barriers and drivers of innovation, the aforementioned impacts were evaluated in the nine (9) companies of the ITC sector that participated in the program. The results show advances in the strategy of training, management, and promotion of innovation which translate in to the following concrete results: 9% of cost savings, 22% of increase in sales, and a new product and a new service introduced into the market by each company. It must be emphasized that these companies know why to innovate and where the company is heading with such innovation. They must advance on specific issues such as collaborative culture and organizational learning for innovation management. [ABSTRACT FROM AUTHOR]

Te interrelation between organizational, technological and institutional change has been widely studied from different theories. However, little has been explored on how with the introduction of a new technology the material properties of the technology are intertwined with the social arrangements of the context where they are implemented, generating changes in the technologies, organizations and institutions?, becoming our research question. Te study starts from a review of theories of organizational, institutional and technological change, identifying differences and complementarities between its concepts, thus generating a theoretical proposal to analyze the interaction of non-human actors with the institutionalized practices of human actors in the implementation of technologies from Actor-Network Teory and Institutional Work. [ABSTRACT FROM AUTHOR]

In recent times many changes have formed a new identity of University, more open, flexible, sustainable and changing in emerging scientific and technological global framework. However, the academic framework is characterized by a complex organization with a great historical experience which gives the University a great and peculiar complexity. This context requires a new model of academic leadership capable of taking on the challenges of the current university environment. The aim is to identify the main leadership tendencies of the persons in charge of top management positions in the universities. It is based on a methodological triangulation, which is composed of a descriptive and comparative study based on a questionnaire of opinion of administrators who exercise management positions in teams of Government management (COGECADEGU). The study was done in Madrid. The study consists of a qualitative research comprised of 16 case studies, based on in-depth interviews. This article shows the quantitative results about the characteristics of the university leaders. [ABSTRACT FROM AUTHOR]

This study explores the academic profession in Mexico at two times: when academic careers were governed by salaries, and the subsequent period in which they were regulated by "merit-based pay". This analysis uses data from the study "The Changing Academic Profession (CAP) in Mexico" (2007) with respect to members of the National System of Researchers (SNI), and splits the sample into two groups: veterans and young academics, the former from the first period and the latter from the period when academic careers were shaped by Conditional Monetary Transfers (TMC, in Spanish). Three indicators were constructed: time taken to obtain a doctorate degree, time taken to hold a full-time position, and previous education upon entry into an academic career. The results of the comparison show that Conditional Monetary Transfers changed the timing of education and entry into the academic career, and the level of education of researchers beginning their career. [ABSTRACT FROM AUTHOR]

It has been confirmed that the organizations have faced various changes and challenges generated in the market, which have originated a new focus of study focused on people to execute the processes, emphasizing the creation of work methodologies that support the efforts of the employees to generate the changes, in such a way that the organizations can become global, flexible, productive, in addition to generate strategies oriented to the employee and the strategy to the client. In this sense, it is necessary to apply methods or techniques that allow optimizing the development of prod-uction processes, as well as the administration of organizations, by virtue of improving work activities and production processes. In this context, for the execution of organizational processes, a human talent is required that is committed and identified with the culture of the company, which is why the role played by the individual within any organization is highlighted. generate attitudes that promote communication, as a promoter of the functioning of the activities inherent to organizational change. The main of this research was to determine the relationship between the quality of the communication and the attitude of the employees towards processes of organizational chang. This objetive is proposed because some organizations treat all the changes as nonplanned change; that involves organizational change product of proactive and purposeful activities; inside in the business environment the human being define the attitudes as a process in which more is obtained than expected; adjusting the work, the objectives, purposes and goals established in the company. In this context, the organizational success or failure is caused by the employees do at the organization, the attitudes that they assume, the planned change that employees propose, also how they deal with the individuals and groups behavior. According to what has been said, make this research in relevant because it contributes to the scientific knowledge in the organizational change area. The study was carried out under an experimental design applying the resistance to change scale of Oreg (2006) in a sample collected online (n = 174) and composed of two random groups. To carry out this research, it was necessary to establish the sample criterion: we worked from an integrated sample with a total of 174 people, which were randomly selected, through social networks and the virtual campus of a distance university in Germany. The stratification of the sample was made up of women (53%) and men (47%), employees with ages mainly between 21 and 40 years of age (60%), between 40 and 60 years of age (36%) and others (4%). Regarding the level of education, we found that 70% of the participants had a bachelor's degree, 26% had a university degree and 4% others. The majority of the participants (68%) had a time of belonging to the company from 1 to 5 years and 32% had more than 10 years. In this research, a scale was used that differentiates three dimensions of resistance to change (affective, cognitive and behavioral). To investigate the possible links between the quality of the arguments (strong or weak) and the three dimensions of resistance to change, a Student's t test was carried out for each of the dimensions. Because multiple comparisons were made, the likelihood of committing type I error increased. In order to adjust the statistical results, the Bonferroni correction was applied (Bühner & Ziegler, 2009). The results confirm that the group of participants exposed to a communication with high quality arguments showed less resistance to organizational change than the group of participants exposed to a communication with low quality arguments. Finally, the importance of the findings for future research and practical implications for the management of organizational changes are discussed. [ABSTRACT FROM AUTHOR]

The organizations of Plena inclusion and many others of the Third Sector are promoting an organizational change because people's orientation and social transformation imply a deeply reform in the culture, the processes and the structure of each organization. The exercise of an adequate leadership is critical to assure a successful change. For this reason, Plena inclusión has started a process to develop the leadership skills needed to manage the change in the people who lead the organizations and their services. A competency framework has been developed for these people with the help of a team from the universities of Valencia and Valladolid. It will be the basis for a future postgraduate program. Two work sessions were held, one with managers and the other with technical staff expert in organizational processes, to identify key competences and training needs. The final result is a framework of competences of professional leaders organized in three dimensions -knowledge, skills and attitudes- and five levels: personal competences, related to people, to teams, to the organization and to the environment. This framework is the basis for organizing the learning and training systems necessary to train the professional leaders that Plena inclusion wants and needs. [ABSTRACT FROM AUTHOR]

This research analyzes the Metropolitan Autonomous University's adaptation mechanisms, in response to the pressing demands coming from its organizational field. This field requires internal normativity to deal with increasing interaction between the university and productive and social organizations. We draw key concepts from organizational theory and culture for our analysis. The research strategy relies on the triangulation of methods and data sources. It combines participant observation in collegiate commissions between 2015 and 2016, along with the documentary analysis of governmental programs and university regulations. We find that the University has developed two mechanisms for normative designing: the executive and the collegiate. It is concluded that in this case, the regulation of the interaction between the University and the productive sector, resulting from the former mechanisms, has become an isomorphic adaptive strategy, influenced by its organizational culture. [ABSTRACT FROM AUTHOR]

This article shows the results of research on organizational change derived from the implementation of the Programa Integral de Fortalecimiento Institucional (PIFI), as a management tool from 2001, at the Autonomous University of Baja California (UABC). The study is addressed from the Organizational Studies; specifically the New Sociological Institutionalism. From this perspective, the process of organizational change is investigated in three levels of analysis: normative (Organic Law, General Statute and Planning Regulation), formal structure; (division of administrative work and decision making) and financial (allocation of extraordinary financial resources to the university). Key words: organizational change, [ABSTRACT FROM AUTHOR]

Behavioral responses are critical to success in organizational change. The present study describes the search for construct validity evidence for the Behavioral Responses to Organizational Change Scale, an instrument that integrates two behavioral dimensions - supportive behavior and resistance - on the same scale. The scale was also constructed in two versions: one with the referent at the individual level and one at the collective level. To this end, exploratory factor analyses (N=239 and N=294) and confirmatory factor analyzes (N=400 and N=424) of the scale's two versions were performed and results are compared to discuss the level of analysis question. The results corroborated the pertinence of a two-factor solution, with 11 items, despite the correlation between the factors. Confirmatory factor analysis ratified the results found in EFA. As to the instrument's accuracy, good indices of internal consistency were verified through Cronbach's alpha coefficients. [ABSTRACT FROM AUTHOR]

The aim of the study was to analyze the relationship between attitude and resistance to organizational change in mineworkers. An associative transversal strategy of natural groups design was used. The following instruments were administered: the scale of attitudes towards change (EAC), the scale of resistance to change (ERC) and a survey to collect socio-demographic data. 251 workers participated, mostly men. The results indicate a favorable attitude toward organizational change, and a medium/moderate level of resistance. Significant differences in scores of ERC and EAC according to the work task were found. Labor hierarchy generates a modest effect on differences in factors associated with responsibility and the attitude of cynicism to change. With respect to age, workers older than 51 years of age scored lower than the lowest ranks in the dimension of fearful attitude towards change. [ABSTRACT FROM AUTHOR]

This article aims to analyze social representations and strategic practices of video rental store managers with respect to the micro/macro relational tensions that characterize the decline of such organizations. From a perspective that conceives of strategy as practice, the research was conducted within a qualitative approach. Concerning the data collection, interviews and a projective technique with video rental store owners were used. The content analysis was applied to deal with the relational tension results and the elements of human agency: iterative, projective, evaluative-practical. The results demonstrate that evaluative-practical managers make changes while seeking better results and are careful with challenges, whereas iterative managers continue to work as they always did, by serving a few loyal clients and being indifferent to adversity. In spite of different strategic practices, managers share an image in the projective dimension: the death of video rental stores. Thus, strategy as a social practice encompasses themes of organizational change and decline as (anticipated) experience of mourning in organizations. [ABSTRACT FROM AUTHOR]

Nowadays the organizations are developed in a very dynamic environment, by this cause occur constant changes to confront this environment and reach the strategic goals. Due to this article had as objective to determine a definition more integrating of organizational change based on different definitions preceding of academics in this scope. Likewise, elucidate the stages generalize in the models of organizational change and the barriers that have disabled a right implementation of the strategy. As theoreticals methods used: analyses and synthesis and the bibliographical revision, and the statistical methods: analysis of main components and analysis of centralized. The study shows that the organizational change is a process that allows to the organizations adapt to environment and improve the performance by this way contribute to with implementation of the strategy. [ABSTRACT FROM AUTHOR]

This article shows the results of research on organizational change derived from the implementation of the Programa Integral de Fortalecimiento Institucional (PIFI), as a management tool from 2001, at the Autonomous University of Baja California (UABC). The study is addressed from the Organizational Studies; specifically the New Sociological Institutionalism. From this perspective, the process of organizational change is investigated in three levels of analysis: normative (Organic Law, General Statute and Planning Regulation), formal structure; (division of administrative work and decision making) and financial (allocation of extraordinary financial resources to the university). [ABSTRACT FROM AUTHOR]

Nowadays the organizations are developed in a very dynamic environment, by this cause occur constant changes to confront this environment and reach the strategic goals. Due to this article had as objective to determine a definition more integrating of organizational change based on different definitions preceding for to contribute for the strategic implementation. Likewise, elucidate the barriers that have disabled a right implementation of the strategy. As theoretical methods used: analyses and synthesis and the induction deduction, and the statistical methods: analysis of main components and analysis of centralized. The study shows that the organizational change is a process that allows changing the structure, culture and by this way contributing to with implementation of the strategy. [ABSTRACT FROM AUTHOR]

This article analyzes the strategic change made by a federation of Brazilian industries, using as a theoretical approach the context of dimensions, content and process suggested by Pettigrew (2013) for the study of the subject in organizations. The research, characterized as a qualitative case study, used as evidence, interviews, documents and publicly available files, in order to answer the main question: how were the strategic changes carried out in the FIEC system, from 2009 to 2014, in terms of their context, content and process? As a result, it was possible to identify an external environment characterized by low levels of investment, innovation and productivity, and an internal context for the review of strategic planning. The content of the changes included information technology projects, marketing and costs. In terms of process, projects were observed, in the environmental assessment carried out by the strategic leaderships, that despite starting at different times, were developed as part of the same strategy that attempted to break with the culture of passivity, seeking an organizational intelligence that would form part of the work of the organizations. [ABSTRACT FROM AUTHOR]

The public management is structured as one of the key points on implementation of both new regulatory frameworks, and public policies that inspire them, because in most cases, strategic and operational objectives initially set out and approved in the design of the law, are hardly fulfilled, thanks to the decisions that are taken into the organizational dynamics of our public institutions, in the middle of the implementation process. It is because of this, that we believe that a well-structured policy could be affected by existing models of governance and organizational culture that prevails in institutions that are responsible for its implementation. Such is the case; we wish to study, about territorial authorities, to which the Law 1480 of 2011 has assigned certain powers, to act in the territory as the main guarantors bodies of consumer rights, having in mind the concepts of Governance and organizational change, as important elements in the effectiveness of public policies and namely in matter of consumer rights. [ABSTRACT FROM AUTHOR]

This article studies a new style of relationships (ner), a model of management developed in the Basque Country and shared by the organizations of ner Group, and presents the main results of the analysis of its cultural features as they are perceived by the persons who work with it. This style of relationships is based on persons, mainstay of organizations, who work in self-run teams, communicating to one another and sharing information, towards a future project. The organizations in ner Group develop internal solidarity (no dismissals, profit sharing...) and commit to bring answers to different society and community projects, devoting budget and working time, thus going beyond what has traditionally been understood as Social Corporate Responsibility (scr). [ABSTRACT FROM AUTHOR]

Traditionally workers' reactions in organizational change situations have been studied from the perspective of resistance to change, an approach which has led to controversial findings. The present research focused on the role of attitudinal ambivalence, integrating contributions from social psychology. A first experimental study aimed to manipulate worker's ambivalence levels controlling the type of information on organizational change that was provided to them. A second correlational study evaluated the moderating role of attitudinal ambivalence in the relationship between workers' attitudes and behavioral intentions. The participants were, respectively, 61 and 418 workers of a Chilean mining company undergoing a change process, selected through a stratified random sampling process. Two forms of a questionnaire were administered. Student's t-test, bivariate correlations, and moderated regression analyses revealed that the participants of Study 1 who were exposed to inconsistent information displayed higher levels of ambivalence. Study 2 suggested that ambivalence moderates the relationship between workers' attitudes and behavioral intentions. These results indicate that ambivalence assessment should be regarded as a relevant factor in organizational change contexts. [ABSTRACT FROM AUTHOR]

Parting from the knowledge acquired in a study on characteristics and processes of Secondary Education in Argentine, within the period of time 2000-2010, carried out in order to identify the main challenges and possibilities of this part of the education system; this article presents some proposals for change, which involve the necessary and possible transformations, to contribute to reorganization of this education level, as an alternative to a hierarchic approach up-bottom or bottom-up, which places governments in the upper part, and those working at school in the bottom, other logic and dynamics are proposed for these relationships. From such relationships, some priority actions are included for education policies at school, (micro), provincial, (meso), and federal, (macro), with special attention to their interactions. The central idea is the need of a truly implementation of changes agreed at federal level by the subjects, (individuals and institutions), which are the reason of education existence: jurisdiction and schools. [ABSTRACT FROM AUTHOR]

Introduction. Business incubators play a key role in the development of regional economies that drive job creation, technological development and innovation. However, there is an evident lack of studies that examine successful experiences in detail. Objective. To analyze organizational and institutional change in the Barcelona Activa incubator (BA), in Spain. Materials and methods. The research is qualitative and a case study strategy, by means of document analysis and interviews, was used. Results. BA assumes that the traditional model of incubator may be not enough to ensure the takeoff and the sustainability of the new businesses. Conclusions. Incubators could become an agent of local development that plays an important role in the development of the regional innovation system, assuming additional functions such as the promotion of digital culture, technology transfer, early internationalization of enterprises, the creation of venture capital funds and the management of human talent. In addition, it contributes to the design of public policies on innovation and business development. [ABSTRACT FROM AUTHOR]

Small Civil Society Organizations (osc) are characterized by structural problems within. Particularlly, they show a dependence of decisions made by the Leader-Founder and resistence to change, which impact on levels of eficiency and accountability of their collaborators. This situation is of major consideration given the role they play in terms of social development. The aim of the paper is to analyze, through the first two steps of the model of change proposed by Lewin, the process of change of a Mexican civil association. For doing that, the theoretically relevance of the leader-founder and of organizational change is reviewed. Also, Lewin's theory of change is described in order to identify driving and restraining forces, as well as the stages of unfreeze, change and refreeze of this association. It is found that the use of Lewin's model allows reducing resistence to change with a plan that provides certainty to those implementing the project of change by generating greater participation of its collaborators through their empowerment. [ABSTRACT FROM AUTHOR]

This paper aims to reflect on relevance of social innovation for local, economic, and cultural development of rural communities. Firstly, we take the social innovation concept by establishing its relationship with a favorable social transformation to such communities from economic and social perspectives; secondly, experiences of successful social innovation in rural environments are shown by highlighting achievements of these communities concerning several features, such as leadership development, making decisions together, empowering individuals, rebuilding countryside, and building shared future visions; finally, we highlight critical issues to develop rural communities that impose challenges against social innovation. [ABSTRACT FROM AUTHOR]

This article analyzes, how the human factor, leadership and particular organizational cultures, influence in the management and implementation of organizational change. Based on the idea that all change is generated to improve a process or situation, it is understood that these changes will impact to a greater or lesser extent all of the organization; and provided that these changes satisfy the needs of the organization's members they may be implemented in a positive way. The leader is responsible for fostering the conditions for implementing change and reduce resistance, as each person perceives the change in a different way, which determines their action or reaction in relation to change. An essential component for the survival of organizations is innovation, for which human resources are essential to strengthen and encourage specific behaviors and attitudes in relation to innovation. In conclusion, in order to survive over time, organizations must learn to adapt to the changing environment so as to maintain their competitiveness. [ABSTRACT FROM AUTHOR]

The authors present a conceptual analysis of the epistemological trend consulting approached from two edges functional and other professional service, both methods not being antagonistic, but complementary. Having established a conceptual sequence outlined the presence of the Consulting Process in Cuba, where the Model “Business Improvement" is recognized as a management paradigm; valid to apply in the business context is Cuban. A model of management consulting, process is proposed to introduce the dimension of Knowledge Management in an integrated manner to the Global Strategy four Cuban entities, showing the indicators studied in each of the entities that constitute the application scenario to demonstrate the validity of the model and the degree of applicability. Finally one of the outputs of the consultancy applied to an entity evidenced. [ABSTRACT FROM AUTHOR]

Chuveletro is an industrial company founded in the early 1980s, that produces residential showers and has a monopoly on sales to electrical stores in the region in which it operates. Since the entry of Eletroveiro to this market, Chuveletro has seen a significant loss of its market share, and urgent measures must be taken if the company is to survive. The purpose of this case study is to propose analysis and reflections and relationships on the themes of planning and strategy, competitive intelligence, organizational change, knowledge management, client value, and process improvement within the company. The use of this case study is recommended for the Business Processes and Strategic Management disciplines of undergraduate courses. [ABSTRACT FROM AUTHOR]