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ABSTRACT
The article presents research on the capacity of Polish mining enterprises to introduce organizational changes. The main difficulties, which are problems arising in the introduction of changes in enterprises are primarily generated by the human factor. Moreover, the efficiency of the organization during the process of change depends largely on the productivity of employees. Therefore, our change management research focuses to the greatest extent on the situation of people in the organization. The authors carried out an anonymous expert survey, which made it possible to obtain information on the state of changes introducing process in mining enterprises. The experts were asked 15 questions. The article presents 9 of those, which provided the most useful information. Analysis of the obtained data allowed the detection of most significant change management irregularities in mining enterprises and the factors that can increase the ability of mining companies to change. Obtained information allowed the detection of most significant change management irregularities in Polish mining enterprises, typical pitfalls in the process of change and also revealed possible measures that will enable to increase the ability of mining companies to change.
Keywords: change management, ability to change, organization efficiency
INTRODUCTION
Mining enterprises in Poland operate in highly uncertain environment. Therefore, it is necessary to ensure that their operational activities can be quickly adapted to changes in the environment. The authors of the article decided to characterize the level of enterprises' ability to manage changes successfully. Only an adequate level of flexibility can ensure enterprise survival and development in a turbulent market [1]. Chance for smooth implementation of changes in the company increases with understanding the essence of the changes, the nature of the organization and with the increase of knowledge and precision of using new generation of change management tools. Generally, the transition through the change process is presented in the following four-step model:
1.Denial phase
The process begins with the presentation of changes to employees. It occurs so-called environment denial [2].
2.Resistance to change phase
Entity at this point is opposed to change, it may manifest itself openly or conceal their attitude. At this point, employee's productivity may fall, he begins to wonder for what purpose in general he is working and what he means for the organization. The...