Une méthode pour la définition de l'impact organisationnel du changement

RESUME. La variete et la continuite des changements auxquels les organisations modernes sont soumises, ont donne naissance a de multiples approches de gestion du changement organisationnel. Ces approches proposent des directives generales pour gerer le processus de changement mais ne definissent pas de formalismes permettant de representer le processus de changement, la vision du changement, l’impact sur l’organisation et/ou le(s) resultat(s) possible(s) du processus de changement. Dans cet article, nous proposons une methode pour la definition de l’impact organisationnel du changement. Cette methode se caracterise principalement par (i) l’utilisation de modeles pour representer l’organisation, ses etats actuel et futur et les scenarios alternatifs d’impact, (ii) le raisonnement au niveau intentionnel et (iii) la modelisation de l’impact organisationnel du changement comme un processus systematique et guide. ABSTRACT. Most of the current change management approaches consider the need of establishing an organisational view of change and reducing its negative impact over the organisation. These approaches prescribe a set of guidelines to help managers during change process but they do not specify a formal representation of the change process, neither for representing the organisational view of change, the impact of change over the organisation or the potential result of the change process. This paper presents a method for modelling the organisational impact of change. This method is characterised by: (i) the use of models to represent the organisation, its actual and future states and the scenarios for change; (ii) the intentional reasoning about the change problem and (iii) the proposition of a systematic and guided process for modelling the organisational impact of change.

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