We intend to contribute to the discussions of the role of people management in the processes of organizational changes, showing that the adoption of certain premises of people management has the potential for decreasing the effects of "past versus future paradox", one of the causes of resistance to change and stress in change processes. For that, we associate in this article the themes of change management and people management, analyzed in a dialectical perspective of social evolution. We discuss the paradox constituted by the "past" and "future" dimensions of reality and its effects related to the management of changes. Through a case study, we advance the discussions of the Transformational Model of Human Resources Management, showing how an organization managed to avoid the effects of the paradox discussed implementing changes through adaptive strategies, through which the individual used the means of action and cognition developed in the previous organizational structure to be identified and engaged with the building of a new organization.
Human Resources Management; Change Management; Organizational Paradoxes; change resistance