There is no denying the fact that the business world has become more and more competitive. In this way, we can observe that companies are obliged to find some way to stay alive. In this respect, companies need to change their organizational culture. Nevertheless, in most cases, companies change and perish. In fact, organizational changes are difficult because they transform all that existed before in the business and as a result certain elements cease to exist. Generally, many mistakes are made and consequently they hinder the change process. Based on research about this topic, the aim of this paper is to demonstrate these mistakes and how they can be overcome. Difficulties may appear at an individual level, with regards to the people within the workforce or at organizational level. On the one hand, we will see what these problems are that people at an individual level encounter and then the solutions that experts have proposed in order to avoid inconvenience. On the other hand, we will see some organizational problems which can appear and then the solutions expressed by certain specialists.
During organizational changes, problems concerning people may include individual resistance. We will see first the problem about individual resistance as well as a lack of adapted management at the top level and solutions which can be applied. Second of all, we will see the problems and solutions proposed regarding top management. Toffler explained that “people are naturally wary of change” (Toffler, 1970). This resistance to change takes different forms depending on the personality of the employees. Nevertheless, Mullins notes that “some common reasons for individual resistance to change within organizations include habit, inconvenience or loss of freedom, economic implications, security in the past, and fear of the unknown” (Mullins, 2007). In fact, as changes at work present a part of uncertainty, employees who know what they already have, are afraid by organizational