PSYCHOSEMANTICS OF EMPLOYEE'S IMAGES WHEN IDENTIFYING A TYPOLOGY, RESPONSIBILITY AND COMMUNICATION OF ORGANISATIONAL CHANGES

This paper provides a typology of organisational changes, i.e., changes of structure, culture, strategy, human resources, technologies and system. Leaders of organisations, teams of employees and even external consultants participate in organisational change process and take on roles and responsibility for change. It is revealed by analyzing such roles as initiators, agents, facilitators and catalysts of organisational change. The empirical analysis is based on 306 representatives from different organisations who stated that they get change-related information from their executives through traditional and non-traditional means that allow to change organisational culture, to develope human resources, to manage processes and changes competently.