<?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>2448-7678</journal-id>
<journal-title><![CDATA[Investigación administrativa]]></journal-title>
<abbrev-journal-title><![CDATA[Investig. adm.]]></abbrev-journal-title>
<issn>2448-7678</issn>
<publisher>
<publisher-name><![CDATA[Instituto Politécnico Nacional, Escuela Superior de Comercio y Administración]]></publisher-name>
</publisher>
</journal-meta>
<article-meta>
<article-id>S2448-76782007000100031</article-id>
<title-group>
<article-title xml:lang="es"><![CDATA[El cambio organizacional en sistemas estables]]></article-title>
<article-title xml:lang="en"><![CDATA[The organizational change in stable systems]]></article-title>
</title-group>
<contrib-group>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Barroso Tanoira]]></surname>
<given-names><![CDATA[Francisco Gerardo]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
</contrib-group>
<aff id="Af1">
<institution><![CDATA[,Universidad del Mayab  ]]></institution>
<addr-line><![CDATA[Yucatán ]]></addr-line>
<country>Mexico</country>
</aff>
<pub-date pub-type="pub">
<day>00</day>
<month>06</month>
<year>2007</year>
</pub-date>
<pub-date pub-type="epub">
<day>00</day>
<month>06</month>
<year>2007</year>
</pub-date>
<volume>36</volume>
<numero>99</numero>
<fpage>31</fpage>
<lpage>42</lpage>
<copyright-statement/>
<copyright-year/>
<self-uri xlink:href="http://www.scielo.org.mx/scielo.php?script=sci_arttext&amp;pid=S2448-76782007000100031&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://www.scielo.org.mx/scielo.php?script=sci_abstract&amp;pid=S2448-76782007000100031&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://www.scielo.org.mx/scielo.php?script=sci_pdf&amp;pid=S2448-76782007000100031&amp;lng=en&amp;nrm=iso"></self-uri><abstract abstract-type="short" xml:lang="es"><p><![CDATA[Resumen Las organizaciones que sobrevivan y se desarrollen serán aquellas que mejor se adapten a su medio ambiente, es decir, aquellas que manejen mejor sus estrategias de cambio. Sin embargo, es frecuente escuchar que hay empresas en las que se implementaron acciones de cambio que fracasaron y las llevaron a la inestabilidad. Por otra parte, hay intervenciones que sí tienen éxito y que se basan en la negociación a lo largo del proceso de cambio, logrando mejores resultados. En el presente ensayo se analizan los conceptos de variabilidad y sistemas estables, se identifican los factores que influyen en el cambio y se proponen acciones para mejorar el desempeño de las organizaciones sin alterar la estabilidad, es decir, obtener mejores resultados sin perder el control estadístico. Los resultados denotaron que los factores que influyen significativamente son la necesidad de cambio, la necesidad de no cambiar y la influencia de las barreras al cambio. Además, para lograr que el cambio se dé, es necesario estimular la necesidad de éste por medio de un proceso negociado que supere la necesidad de no cambiar. La influencia de las barreras al cambio debe disminuirse lo más que sea posible, aunque no podrán eliminarse totalmente.]]></p></abstract>
<abstract abstract-type="short" xml:lang="en"><p><![CDATA[Abstract The organizations which will survive and develop are those which better adapt to the environment, that is, those which best manage their strategies of change. However, it is frequently heard that there are enterprises in which failing actions for change were implemented and led the organization to instability. On the other hand, there are other interventions based in a negotiated change process, achieving better results. The present essay analyses the concepts of variability and stable systems, identifying the factors which most influence change, and suggests actions for improving the development of organizations without altering stability, that is to say, achieving better results without losing statistical control. The results showed that the factors which have most influence in the change process are the need for change, the need for not changing and the influence of barriers to change. Besides, for achieving change it is necessary to stimulate the need for it through a negotiated process to overcome the need for not changing. The influence of barriers to change must be diminished as much as possible because they can not be totally eliminated.]]></p></abstract>
<kwd-group>
<kwd lng="es"><![CDATA[Cambio organizacional]]></kwd>
<kwd lng="es"><![CDATA[estabilidad]]></kwd>
<kwd lng="es"><![CDATA[variabilidad]]></kwd>
<kwd lng="es"><![CDATA[sistema estable]]></kwd>
<kwd lng="es"><![CDATA[resistencia al cambio]]></kwd>
<kwd lng="en"><![CDATA[Organizational change]]></kwd>
<kwd lng="en"><![CDATA[stability]]></kwd>
<kwd lng="en"><![CDATA[variability]]></kwd>
<kwd lng="en"><![CDATA[stable systems]]></kwd>
<kwd lng="en"><![CDATA[resistance to change]]></kwd>
</kwd-group>
</article-meta>
</front><back>
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