Organizational dynamics is a concept that extends throughout the paper and is closely related to all the concepts covered . The analysis of the factors of organizational dynamics enters into managment topics in which historical development and generally accepted opinions are imposed by traditional wisdom and criticize the re-examination and definition of the very guidelines of such learning. Historical development leads to contingency theory and a systematic approach that address the same topic. The approaches mentioned are explained in more detail on the example of the company itself and the solutions they offer. The focus is on adapting and finding one's own path, and the existence of only one right choice is denied. The resources that the organization owns and with which it realizes the operations are also discussed in a separate chapter and then the work is directed towards human resources or creativity of the individual who then creates a creative environment or participates as part of a creative team in achieving organizational goals. The changes that are analyzed also lead to a shift of the equilibrium point, an overview of what the equilibrium can be and how the feedback system affects the equilibrium. The organization is actively trying to direct its business towards the goal in a way that constantly forms, adapts and applies different strategies, so strategic management and strategic models are an indispensable part of the topic. It is clear what to do when the organization is successful, but we must not ignore the much more complex part of the actions that need to be taken if it is a business failure, so towards the end of the work we talk about the structure of the organization, restructuring using bpr model.