With the current dynamics in which companies are inserted, the changes are no longer sporadic, to be more frequent events.

Because events are so relevant to a prosperous future for organizations, organizations need to prepare and sometimes even envisage a possible strategy to ensure that these changes occur in the best way without undermining the organizational climate and its own sustainability.

The theme of organizational change is not new, yet has gained different contours in recent years, increased competition has put the issue of change as central to the survival of organizations. The focus has shifted to change to create a competitive performance.

From an organizational perspective, change is aimed at leading the organization to a particular state, it is then up to the Management Dep. to define the state it intends to achieve and to take the necessary actions to achiev them.

Therefore organizational change is understood as an adaptation to the demands of the market, caused by the influence of the external environment or the internal environment.

Several Forms Of Organizational Change

Organizational changes can take on different content depending on the degree to which they planned, or anticipatory, or even proactive. The literature distinguishes three main types, which are not mutually exclusive:

• The Planned Organizational Change is when the company intends to introduce a new strategy or only some differences in one or more components of the organizational configuration, in a clearly peaceful way. Its purpose is to enable the organization to change its environment and change the behavior of its employees.

• The Strategic Change aims at a change in the positioning of the organization against the market. It can also be understood this form of change that affects the organization as a whole or that has profound implications.

• Emerging Change is characterized by the emergence of unanticipated problems in response. It covers accommodations, adaptations and changes that may lead to a more profound but unintentional change. This change occurs when organizational managers intend to adjust routines, deal with contingencies, when they want to solve problems or even seize opportunities.

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