Relationship Between The Resistancy To Change And Performance. Conclusions From An Organizational Diagnosis Model Applied Within A Multinational Company In Romania

This study aims to show a series of conclusions obtained following the carrying out of a research which consisted in the development and application of an organizational diagnosis model within a multinational company in the IT&C industry in Romania. The organizational diagnosis model applied was developed by specialists in the field of Human Resources Management which activate within the company previously mentioned. The model was composed of 14 dimensions which investigate the perception of the respondents on the: purposes and values; structure; relationships; conflicts; communication; decisions and problem solving; rewards; motivation; leadership; resistance to change; supporting mechanisms; problems regarding personnel dynamics; transparency in actions; performance. The model is based on quantitative methods of data analysis, therefore, the tool used for data gathering was the survey based on questionnaire through which we have measured the perception of the respondents on the dimensions which compose the diagnosis model, using 70 questions distributed uniformly within the 14 dimensions, measured on a Likert scale from 1 to 5 (1-total disagreement, 5-total agreement). In regards to the research sample, the statistic population analyzed is represented by the multinational company within which the diagnosis model has been elaborated and applied, respectively the statistic units questioned are represented by 776 employees involved and questioned during the diagnosis. In this study, we wish to show a couple of results obtained following the application of the diagnosis model, in this respect we aim to show the analysis of the resistance to change and performance dimensions.