Organizational Change in Work Teams: A Win-Win Strategy from the Entrepreneurial Viewpoint

Abstract

The purpose of this study is to explain the process of organiza­tional change as a support for work teams: a win-win strategy fo­cused on entrepreneurial development, with the objective of establishing a vanguardist direction in the entrepreneurial world to create spaces for transformation. Nevertheless, it becomes a task with relevant implications that could establish premises that do not contribute to compliance, keeping in mind the implication of resources, strategies and other factors that directly affect organiza­tions. In this sense, the process of change begins and ends in busi­nesses, serving as a medium in itself, involving not only the or­ganization, but also its support personnel. It intends to generate development, competitiveness and adjust processes to the meas­ure of managerial realities. Theoretically, the research is sup­ported by doctrine from authors such as Chiavenato (2009), Rob­bins (2004), Hayes (2003), Katzenbach (2004), Cleghorn (2005), among others. Research was of the bibliographic type with docu­mentary analysis, utilizing the qualitative method. Final results  included the recognition of managerial administration based on opportunities for improvement that contribute to permanence with quality in businesses. Finally, organizational change and work teams are shown as a development situation whose success or failure depends on what the employees do or do not do, which includes the modification of individual and group behavior and involves the entire organization, demanding certain steps, such as recognizing the problem, identifying its causes and searching for strategies to finally arrive at its evaluation.