The economic, lucrative contexts are assiduously subjected to changes that are generated, product of the activities that are constantly manifested in its bosom and where the entities, make up one of the main actors involved has led to the emergence of paradigms, which can not to be ignored by management, where it often confronts them must give way to a new organizational paradigm, with new administrative knowledge. It is said that today's top management has to re-educate itself in a new paradigm in order to guarantee a proactive role that benefits it.
In this sense, paradigms experience variations in organizations, which are relevant for them, since it allows them to break into the business world based on the attributes obtained by these models such as total quality, productivity, excellence, continuous improvements, among others. On the other hand, managerial paradigms are models applied by new companies; these are differentiated more by the diversity of terms they use and the position from which they start, than by the really different things they say, which leads us to visualize and concentrate on the opportunities for improvements and learning possibilities for the changes that are being made. they are producing within organizations.
Likewise, the business paradigm in construction and conformation currently, poses variations in the structural physiognomy and in the values and thoughts that guided, lapses behind, the functioning of the business organization. The future already foresees, according to the symptoms and tendencies perceived in the present, in addition to the rethinking of the business idea, the consolidation of entities that assuming the contours of the new organization, will be differentiated from the values and objectives of the classic lucrative enterprise, to achieve goals in the field of social development.
Through the review of bibliographic sources but fundamentally hemeográficas, due to the recent nature of the phenomenon under study, it was possible to compile information that establishes the verification of the existence of national and international experiences in the area of non-traditional management, as well as practical changes in the way of approaching the organizational phenomenon from the perspective of actors not primarily business or government. In this sense, the development of the investigation allowed us to arrive at the affirmation that Globalization, in the empirical-factual plane and Postmodernity, in the theoretical-philosophical plane, emerge as the two methodical referents to characterize the current reality, in the which incorporates business, non-governmental entities and community participation in the world and in the country.
The administrative discipline must then develop a theoretical and practical body that recognizes the specificities of the new paradigm of business management, as well as the innovative organizational forms of the nonprofit sector, within the field of social sciences, administration, today is torn between practicality of those who seek to pigeonhole it in its function as an efficient conductor of organizations, and among those who, in minority, support the deepening of the more rigorous and scientific study of the organization, as a complex phenomenon of the social system. The set of changes and transformations that have occurred in all fields of human action in recent years have shaped an environment of action for organizations, which is usually characterized by referring to two terms or theoretical constructs: Globalization and Postmodernity.
Assuming that globalization, understood as a category of analysis that summarizes the changes in the contextual pragmatic aspect, and postmodernity, theoretical framework that seeks to describe these changes in the visible plane theoretical and philosophical determine the quantitative and qualitative rate changes recent in the organization, the Administration must adapt its scientific and technical instruments to this new reality. As a feature of the current scenario, the emergence in the country is evident against the institutional weakening of the channels and traditional actors of intermediation and participation, of organizations with different interests to the state or business, in order to satisfy from the most elementary human needs , even those referring to the influence and intervention in public management or the fight against poverty.
In this order of ideas, the managerial conception of research from the holistic approach, starts from the need for an organizational system that involves students and teachers as possible researchers, capable of analyzing the labor market, the sociocultural, economic and social context. political as part of a whole in order to design networks of research problems that really fit the context, to distribute to students and teachers about the roles and tasks set according to each areas of knowledge and research lines to produce knowledge that respond the reality of the environment.
It is therefore the holistic concerns the way to see the whole things, in its entirety, as a whole, in their multiplicity, it thus can be seen interactions, features and processes that usually fail to perceive the Studying separately to change paradigms is not easy, because it is about forming a new organizational culture. We know that organizational culture is difficult to change because it is the sum of the values, negative values, beliefs, patterns or mental structures that were taking root with the passage of time and changes of mind are the slowest, which It should not be an obstacle not to undertake it. It must be remembered that the present of an organization - like that of a person - is the product of its past, and that the future will be what it is building today.
The worst thing is to do nothing, because doing nothing will guarantee that everything will remain the same. Doing nothing guarantees: nothing !. Have a long-term vision with the change. Mahatma Gandhi: "If you do not do anything, you are guaranteed that you will not achieve anything. The companies that stand out in the present, show an effective management, with a participative leadership that has generated new paradigms of management, of how to operate a company, especially, it is turbulent and highly competitive scenarios. The new managerial paradigm based on administration must overcome the systemic vision and arrive at a holistic perspective that unites the different paradigms of knowledge construction and places man at the center of the organization. It is based on the principle that the welfare of man is above the economic benefit, that is where communication is the main activity of a company should be an analysis of the administrative reality according to the degree of communication that exists in the organization . According to this model of rational communication based on understanding; in the organization there are no denominations, since the subject-object relationship is replaced by human relationships, with the purpose of imposing a holistic vision where the role in interpersonal relationships, group norms and leadership is highlighted and thus displaced the old approach to productivity and competitiveness that depends only on some physical conditions and remunerations.
So that a stage of disequilibrium will take place, while the change is made that allows the equilibrium again. The areas involved in a process of organizational change are: institutional related to: values, mission, vision; structural changes that imply alterations in the division of jobs and changes in roles; technological, which involve aspects such as information technology and machines in general; strategies that are associated with repositioning the market and finally the cultural one. Undoubtedly, the latter is the most complex, because changes only occur through the people who make up the entities, which must then assume a new vision, values, rituals and ways of doing things within the companies and well managed in an effective and efficient way.
Once the complexity of the organizations, their environment and performance scenarios has been established, there is a need to define the appropriate managerial profile to manage the required changes, bearing in mind the resistance that this process generates and the condition of balance in the organization of the organization. 21st century must be dynamic, not static. To conclude, we can conclude that when we compare the paradigm with a model, speaking of social sciences, we have to understand a set of characteristics applicable to the study of a certain society; For example, if we want to analyze Mexican society to determine if it belongs to the first world or the third world, it will be necessary to specify a conceptual framework of both economic levels, then take note of the economic situation and see if this situation can be included in the third world model or in the first world.
Adam Smith defines the paradigm as "a shared set of assumptions, it is the way we perceive the world: Water for the fish, the paradigm explains the world and helps us predict its behavior". The note that Smith makes about prediction is of the utmost importance because there is the key to the importance of assuming the changes of paradigm in its dimensions, prospective and holistic, that is, in what has to do with the result of skills to take on the future and change. From the wide nuance of proposals for models and managerial approaches in the XXI century that are argued, especially in the developed world has been introduced to some extent: quality systems, Strategic Planning and broadly the direction by objectives and Strategic Management integrated Therefore, some managerial paradigms are presented in the globalized context of the 21st century:
Direction by Competences.
Direction by Values.
Knowledge Management.
Shared Vision.
Personal Domain.
Mental Models.
Team Learning.
Systemic Thinking.
The Total Quality.
Efficiency.
Effectiveness
Efficiency.
Internal Consciousness
Internal response capacity.
External response capacity.
External Awareness.