Abstract:

The calls to implement different changes in organizations as a potential way to attain competitive advantage, heard for so many years do not contribute to the effectiveness of change implementation (merely 30-40 % of the implementations are successful). At the same time, the phenomenon of excessive change in companies is getting stronger which leads to discovery of many negative results related to the organization and people working in it. The above presents a challenge for change management and induces a question how considering the inevitability of changes to change its paradigms in order to manage undesired consequences of the overload and improve the effectiveness of actions in this field. The goal of the study was to indicate the right approach to plan and implement a single change as well as the tools for change portfolio development. The study is the conceptual framework which is based on literature review of this subject and constitutes a preparation phase to the empirical research.