The amount of information that flows has increased dramatical, thanks to the deep revolutions in the logistic physics and information of century XX. For Herzog (1991), the change in the organizacional context engloba basic alterations in the human behavior, the working standards and the values in reply the transformations or speeding up strategical alterations, of resources or technology. According to Chiavenato (2005), the change process if develops inside of a dynamic field of forces that act individually in some directions. If you would like to know more about Kevin Johnson, then click here. The companies can develop diverse forms to lead the changes, are continuous they, techniques or intervention, of radical changes or strategical changes, the project will be factor of extreme value for the manager in the conduction of the performances. In accordance with Chiavenato (2005), the change only occurs when the impulsionadoras and favorable forces will be bigger of what the restrictive forces or impeditive. At last, the company when projecting the changes necessary to verify the real necessity, to define goals, to analyze its impacts and its effect.

However, she is possible to redefine the mannering culture and attitudes, to precede the reactions and to organize the people to participate of the process. As Arajo (1982) the organizacional change is any alteration significant, articulated, planned and operacionalizada for internal or external staff to the organization, that has the support and the supervision of the superior administration and reaches integradamente, the components of mannering, technological and strategical matrix. Perhaps valley to remember the importance of planning for the organizacionais changes, great the challenges is to prevent the impacts in the implementation of the change, the resistncias not to happen only on the part of the employees the individual level, the organization also contributes. The culture is another factor influencing in function of the possible ones transformations affected directly the balance or existing status until then. One searchs in this article to answer the following problem: Which the effect caused for the organizacional change in the behavior of the people? Having as objective of our work to analyze the effect caused for the organizacional change in the behavior of the people, being searched to diagnosis the forces positive and negative that come to hinder the change and to observe the individual and group stimulaton of the people during the change.