A field search about organizational change on organizational communication

Ill ABSTRACT Organizations are influenced directly or indirectly social, cultural, economical and organizational change. This changes effect much organizations. An organization have to be aware of changes happening around it and check its environment by getting necessary precautions. Change happening around it are occasions for an organization must have necessary physical, human, machine equipment. Managements are products from social, cultural, economical, ecological, tecnological and political environments. Happening change concern as dangers for managements as occasions. For this an organization must have necessary equipment to adapt to change. Change is to get from a situation to another for an organization, a system, a process, unplannedly in a form that it cannot be managed by standard methods. As if functions are well prepared in an organization, a dialogue toward coordination and goals without communication between employees who impose functions. Managers are able to make safe decisions and to understand what happening in the organizations in condition that a sufficient communication net is being constructed and operated. Organizational communication must be carry reactions and responses by feedback for materialize organizational goals. In this search it has been explained detailed about change and communication, effects and conclusions from organizational change over organizational communication, the role of the office workers in the organizational communication and communication management, communication problems between managers and employees after change, positive and negative effects of change and ways to take for reduce negative effects. To fix the communication problems after organizational change and works for eliminate these there has maken a search leaning against inquiry method in four organizations two from that is a public organization and two is private. This search come to a conclusion with results that organizational change have to pass a process very conscious and well planned, employees who are going to most effected from the change have toIV well understand change and have to take necessary education before change application. At the end of the inquiry search, it has existed that 36,6 % of the employees have not much ideas about change in their management, are informed after change, they are not informed about change in management. And 22,3 of the employees think that change effected them in negative sense. These conclusions concern some indicators much than resistance to change and a simple prejudice. During the change useful for the management it must be thought also human factor. All the employees including managers need to be informed about change, change must to be applied step by step, these will provide big facility to employees to adapt the change and will reduce troubles of change process that consist some anxiety.