Choosing an Organizational Change Management Strategy for the Younger Generation on the Base of EDAS Methods Analysis

Abstract

Strategic management of organizations is becoming more complex and multi-tasking because of transformation of traditional management systems in the face of growing instability. The effectiveness of the organization’s adaptation to the conditions of the new reality largely depends on the chosen strategies for dealing with change, as well as the ways to overcome resistance to change. This article examines the question of what strategies for overcoming resistance to organizational change are to be considered the most effective when interacting with representatives of the younger generation. The obtained data enable us to judge not only the current views of young people on management approaches to the implementation of innovations, but also to predict which strategies will bring maximum results in the future. This article focuses on the analysis of the best strategic alternatives using the EDAS (the Evaluation based on Distance from Average Solution) methods. The multi-criteria decision-making model proposed in the article shows that the strategy of introducing change can, in certain cases, be fair as a statistical generalization of the target group of respondents’ opinions, but at the same time more accurate adjustment is possible only when taking into account, which reasons of resistance to change prevail in organization. Analysis of the research results might help managers to organize the process of upcoming change within an organization, predict a reaction of young workers to it, and develop a plan of measures to prevent negative opposition.