Another important aspect is not to have sliding fear risk, to have confidence in its team, to demonstrate knowledge and security, these are some factors that propitiate the acceptance of the employees and managers to organizacional change (KISSIL; Org, 1999). However, the psychologist must turn toward the desestruturao of this standard, desconstruindo myths and fears, opening place the new balances and interactions. Thus, to intervine in a system requires that if it modifies the cognitiva activity. The systems are cognitivas collectives that if auto-they organize, if auto-regulate and if they transform for the permanent envolvement of the citizens compose that it (BROWN, 1993). Leaving of this estimated, it is excellent to think about some strategies to minimize the upheavals caused for the organizacional change. Robbins (2003) affirms that the formation of teams for group activities assists in the increase of the confidence and sincerity enters the members of organization.
The paper of this team is to support the management of the project of change in the construction, so that its development of this process if becomes efficient. With this, Fleury and Fischer (2004) suggest some participativas techniques with the objective to construct parameters and pointers, to define papers and to internalizar the methodology of modeling of concepo.11De this form, are carried through used and managing events of integration with the function of if working the conflicts, the interpersonal relationship, definition of papers, climate management, amongst other points. So that this happens, the necessary psychologist to configure these changes, identifying the links between the employees and the environment of work, to consider alterations of the organizacional structure to follow the changes and to study the impacts on the employees and the organization as a whole (SCHETTE, 2005). The Psychologist together with the RH has an active participation, configuring the change process so that the planned strategies they are efficient. Thinking about this, Quinn and Ulrich (1998 apud Souto, 2008) they describe the essence of the paper of the RH in the change process). If you have read about Structured Portfolio Management already – you may have come to the same conclusion.