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Original Research



Vol 17, No 11 ( 2022 )   |  DOI: 10.5281/zenodo.7350935   |   Author Affiliation: Assistant Professor, Business College Prishtina Kosovo 1; MSc. Business College Prishtina Kosovo 2.   |   Licensing: CC 4.0   |   Pg no: 1247-1254   |   To cite: Dr. VIOLETA KOLECI, and REDON KOLECI. (2022). MANAGEMENT OF CHANGES WITH THE IMPLEMENTATION OF THE CONCEPT - BALANCED SCORECARD. 17(11), 1247–1254. https://doi.org/10.5281/zenodo.7350935   |   Published on: 23-11-2022


We all face changes every day, whether we like them or not. We are sometimes aware of the occurrence of changes, but we often become aware of the changes when they occur. Some changes we can contrik, in some we cause them, while in those we cannot control them, so we leave. Some of us in change see it as harassment and the opportunity to emerge victorious from that situation while others fear anything that would change their habits. It is similar with organizations. They are managed by the people and the attitude of the organization towards the changes will depend on how the managers react to the changes. Some will ignore the changes, some will cause them themselves, or some will attempt to exist in conditions of permanent change. But, the only thing we can be assure is that change always happens and will not be interrupted to happen just because we ignore it and for that we are forced to conclude that only change is important. What is important for the environment in contemporary management is to increase the degree of change in all its segments, in general and specificity. The changes that occur cause the environment to be very dynamic, interactive with many factors that bring suddenness and risks. Success in achieving change contains a large amount of energy expended by employees focused on finding and realizing the best way to influence change and to create the greatest benefit for the organization. This task is not so easy knowing the fact that people are reserved to the large number of changes, especially those for whom the target is not known, is unclear or dubious and dangerous to self-existence. Resistance to change increases with years of experience and with the increase of bureaucratic relations, thus with the aging of the organization. The responsibility of the manager for the correct presentation of ideas and visions is even greater and requires from this category of people high ethical and intellectual skills, requires a complete content person who knows what he wants, can and does, has high respect to collaborators, high communication skills and creating a climate of trust between employees, consumers and entrepreneurs.


Change management, Organization, ideas, knowledge, motivation, financial perspective.