Change management and organizational behaviors are topics of profound importance when one considers the current global economy. In times of financial setbacks, an unstable economy, and high unemployment rates, there is a need to operationally define the constructs of change management and organizational behaviors from several differing perspectives. This article examines some caveats associated with managing change that may impede productivity within an organization. A paramount consideration when attempting to manage change is creating environments where change is inevitable and welcomed - this posture may create unlimited potential for organizations.

From the outset of any conversation related to managing changes within an organization, it must be stated that change is most probably the only certainty organizational leaders may count upon during their tenure. Change management may be very simply defined as creating environments in the organization where creativity and ambiguity tolerance abound. If the organizational leaders of the future begin to embrace change instead of attempting to control it, change may provide a bevy of opportunities for the proactive organization. With this in mind, (although the change may be viewed externally) as things will be different in terms of (a) policy, (b) procedures, (c) values, (d) missions, and (e) goals - the changes will most certainly affect the organization's behavior internally as well. Guiding changes may be the ultimate test of every leader - however, no organization survives over the long-term if the organization cannot reinvent itself (Kotter, 1995). An old cliché suggests everything changes, nothing stays the same - this cliché may be more prevalent in global organizations as the society faces times of change and crisis.

As we attempt to gain financial stability and a stable infrastructure in a steadily declining economic climate, our organizations require change in order to meet the needs of every vested stakeholder, including the citizens of an organization - the people. However, as the needs of stakeholders are met, we must not forget about the changes in organizational behaviors that may arise in times of change and crisis. The behaviors of stakeholders within the organization will also change when leader's decisions are laterally implemented in a compulsive manner.

Global CEO Magazine, Change Managemen, Organizational Behavior, Global Economy, Economic Climate, Management Technique, Psychological Effect, Organizational Change, Social Environment, Eeconomic Crisis, Work Goals, Self-Development Goals.