<?xml version="1.0" encoding="ISO-8859-1"?><article xmlns:mml="http://www.w3.org/1998/Math/MathML" xmlns:xlink="http://www.w3.org/1999/xlink" xmlns:xsi="http://www.w3.org/2001/XMLSchema-instance">
<front>
<journal-meta>
<journal-id>0120-8160</journal-id>
<journal-title><![CDATA[Revista EAN]]></journal-title>
<abbrev-journal-title><![CDATA[Rev. esc.adm.neg]]></abbrev-journal-title>
<issn>0120-8160</issn>
<publisher>
<publisher-name><![CDATA[Universidad EAN]]></publisher-name>
</publisher>
</journal-meta>
<article-meta>
<article-id>S0120-81602020000100013</article-id>
<article-id pub-id-type="doi">10.21158/01208160.n88.2020.2560</article-id>
<title-group>
<article-title xml:lang="es"><![CDATA[Cambio organizacional: un modelo que dinamiza la transformación]]></article-title>
<article-title xml:lang="en"><![CDATA[Organizational change: a model that energizes transformation]]></article-title>
<article-title xml:lang="pt"><![CDATA[Mudança organizacional: um modelo que estimula a transformação]]></article-title>
<article-title xml:lang="fr"><![CDATA[Changement organisationnel: un modèle stimulant la transformation]]></article-title>
</title-group>
<contrib-group>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Fierro-Celis]]></surname>
<given-names><![CDATA[Fernando Adolfo]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
</contrib-group>
<aff id="Af1">
<institution><![CDATA[,Universidad Surcolombiana  ]]></institution>
<addr-line><![CDATA[ ]]></addr-line>
<country>Colombia</country>
</aff>
<pub-date pub-type="pub">
<day>00</day>
<month>06</month>
<year>2020</year>
</pub-date>
<pub-date pub-type="epub">
<day>00</day>
<month>06</month>
<year>2020</year>
</pub-date>
<numero>88</numero>
<fpage>13</fpage>
<lpage>31</lpage>
<copyright-statement/>
<copyright-year/>
<self-uri xlink:href="http://www.scielo.org.co/scielo.php?script=sci_arttext&amp;pid=S0120-81602020000100013&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://www.scielo.org.co/scielo.php?script=sci_abstract&amp;pid=S0120-81602020000100013&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://www.scielo.org.co/scielo.php?script=sci_pdf&amp;pid=S0120-81602020000100013&amp;lng=en&amp;nrm=iso"></self-uri><abstract abstract-type="short" xml:lang="es"><p><![CDATA[Resumen El objetivo de este artículo es proponer un nuevo modelo de cambio organizacional o CO basado en teorías contemporáneas que puedan suplir el enfoque de los antiguos modelos de CO, con lo que se pretende desarrollar un nuevo marco conceptual. Se busca que esta propuesta ayude, de manera amplia, a entender las transformaciones y los momentos por los que atraviesan las organizaciones en los procesos de cambio; y que a su vez se convierta en una herramienta que permita ubicar al director ejecutivo en el camino a seguir frente a los posibles escenarios que se puedan presentar en dicho proceso. El modelo, presentado de modo holístico tiene en cuenta los diferentes factores de cambio: individuo-organización-entorno, y sugiere cinco procesos claves: identificación de la estrategia, valor de la organización, personal de la empresa, manejo de la información y evaluación del desempeño; de esta manera, el gerente general puede establecer el anclaje de cambio y, a partir de él, el proceso eficiente en la trasformación de la empresa. Se concluye que el modelo es una nueva alternativa, susceptible a la interpretación, la aplicación, el cuestionamiento y el mejoramiento, que puede convertirse en una herramienta útil para instituciones que están en contextos turbulentos y de incertidumbre, ya que pueden establecer el direccionamiento desde cualquier arista establecida por el modelo sin que sea necesario que se desarrolle en su totalidad, pues lo importante es la capacidad de respuesta rápida.]]></p></abstract>
<abstract abstract-type="short" xml:lang="en"><p><![CDATA[Abstract The purpose of this article is to propose a new Organizational Change (OC) model based on contemporary theories that can replace the approach of the old OC models, with the intention of developing a new conceptual framework. This proposal is planned to help people understand, in a broad way, the transformations and moments that organizations go through during their change process; and at the same time, to become a tool that guides executive directors along the path that must be followed in the case of facing the different scenarios that may arise during this process. The model, which is presented in a holistic way, takes into account different factors leading to change: the individual-the organization-the environment, and suggests five key processes: the identification of the strategy, the value of the organization, the company employees, the management of information, and the evaluation of performance; in this way, the general manager can establish the anchorage of change and, from it, implement an efficient process for the transformation of the company. The conclusion is that the model is a new alternative, susceptible to interpretation, implementation, questioning, and improvement, which can become a useful tool for institutions that are in turbulent and uncertain contexts, since they can determine the direction from any edge that may be established by the model, without it necessarily being for development in its entirety, as the important thing is the capacity for rapid response.]]></p></abstract>
<abstract abstract-type="short" xml:lang="pt"><p><![CDATA[Resumo O objetivo deste artigo é propor um novo modelo de mudança organizacional ou CO baseado em teorias contemporâneas que possam substituir a abordagem dos antigos modelos de CO, buscando desenvolver uma nova estrutura conceitual. Esta proposta foca em ajudar, em termos gerais, a entender as transformações e os momentos que as organizações passam nos processos de mudança; e que, por sua vez, torna-se uma ferramenta que permite ao diretor executivo se posicionar no caminho a seguir diante de possíveis cenários que possam surgir no referido processo. O modelo, apresentado de forma holística, leva em consideração os diferentes fatores de mudança: indivíduo-organização-ambiente e sugere cinco processos-chave: identificação da estratégia, valor da organização, pessoal da empresa, gerenciamento de informações e avaliação do desempenho, dessa forma, o gerente geral pode estabelecer aonde a mudança se faz necessária e, a partir dela, o promover um processo mais eficiente na transformação da empresa. Conclui-se que o modelo é uma nova alternativa, suscetível de interpretação, aplicação, questionamento e aprimoramento, que pode se tornar uma ferramenta útil para instituições que estão em contextos turbulentos e incertos, pois podem estabelecer a direção de qualquer borda estabelecida pelo modelo sem que seja necessário desenvolvê-lo completamente, pois o importante é a capacidade de responder rapidamente.]]></p></abstract>
<abstract abstract-type="short" xml:lang="fr"><p><![CDATA[Résumé Cet article vise à proposer un nouveau modèle de changement organisationnel (CO) basé sur des théories contemporaines remplaçant les approches antérieures pour développer un nouveau cadre conceptuel. Cette investigation a pour but d&#8217;aider les dirigeants d&#8217;entreprises à comprendre les transformations que traversent les organisations lors des processus de changement organisationnels et de devenir un outil permettant au directeur général de mieux comprendre les scénarios possibles pouvant survenir lors ces processus. Ce modèle holistique prend en compte les différents facteurs de changement :individu-organisation-environnement et propose cinq processus clés: identification de la stratégie, valeur de l'entrepise, personnel de l'organisation, gestion de l'information et évaluation des performances. Le directeur général pourra ainsi établir les bases du changement et définir le processus le plus efficient pour la transformation de son entreprise. En conclusion, ce modèle apparait comme une nouvelle alternative, susceptible d'interprétation, d'application, de remise en question et d'amélioration, pouvant devenir un outil utile aux organisations se trouvant dans des contextes turbulents et incertains. Ce modèle peut être utilisé de manière fractionnée sans qu'il soit nécessaire de le développer dans son intégralité dans la mesure où l'essentiel du processus se concentre dans une capacité de réaction rapide des dirigeants.]]></p></abstract>
<kwd-group>
<kwd lng="es"><![CDATA[cambio organizacional]]></kwd>
<kwd lng="es"><![CDATA[modelo de cambio organizacional]]></kwd>
<kwd lng="es"><![CDATA[estrategia organizacional]]></kwd>
<kwd lng="es"><![CDATA[desempeño organizacional]]></kwd>
<kwd lng="es"><![CDATA[entorno organizacional]]></kwd>
<kwd lng="es"><![CDATA[desarrollo organizacional]]></kwd>
<kwd lng="en"><![CDATA[organizational change]]></kwd>
<kwd lng="en"><![CDATA[organizational change model]]></kwd>
<kwd lng="en"><![CDATA[organizational strategy]]></kwd>
<kwd lng="en"><![CDATA[organizational performance]]></kwd>
<kwd lng="en"><![CDATA[organizational environment]]></kwd>
<kwd lng="en"><![CDATA[organizational development]]></kwd>
<kwd lng="pt"><![CDATA[mudança organizacional]]></kwd>
<kwd lng="pt"><![CDATA[modelo de mudança organizacional]]></kwd>
<kwd lng="pt"><![CDATA[estratégia organizacional]]></kwd>
<kwd lng="pt"><![CDATA[desempenho organizacional]]></kwd>
<kwd lng="pt"><![CDATA[ambiente organizacional]]></kwd>
<kwd lng="pt"><![CDATA[desenvolvimento organizacional]]></kwd>
<kwd lng="fr"><![CDATA[changement organisationnel]]></kwd>
<kwd lng="fr"><![CDATA[modèle de changement organisationnel]]></kwd>
<kwd lng="fr"><![CDATA[stratégie organisationnelle]]></kwd>
<kwd lng="fr"><![CDATA[performance organisationnelle]]></kwd>
<kwd lng="fr"><![CDATA[environnement organisationnel]]></kwd>
<kwd lng="fr"><![CDATA[développement organisationnel]]></kwd>
</kwd-group>
</article-meta>
</front><back>
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