Organizational change as practice: a critical analysis
| Autor: | Noora Jansson |
|---|---|
| Rok vydání: | 2013 |
| Předmět: |
Organizational Behavior and Human Resource Management
Practice theory business.industry Strategy and Management Organizational studies General Decision Sciences Organizational culture Context (language use) Organizational commitment Epistemology Organization development Management of Technology and Innovation Organizational learning Sociology business Organizational behavior and human resources Social psychology |
| Zdroj: | Journal of Organizational Change Management. 26:1003-1019 |
| ISSN: | 0953-4814 |
| Popis: | Purpose – The purpose of this paper is to challenge some taken-for-granted practices related to organizational change in order to understand how organizational change as practice is conditioned by mundane assumptions. Design/methodology/approach – A critical analysis of the taken-for-granted assumptions revealed by a literature review was conducted utilizing practice theory approach in which human behavior and social context are intertwined. Hence, the analysis of this theoretical paper focuses on practices, praxis and practitioners in organizational change. Findings – The results suggest that certain elements that are believed to be universal in organizational change are, in fact, particular within context. The key finding and message of this research is that organizational change in practice is a manifestation of particularity. The conclusion is that certain mundane assumptions condition organizational change practices by ignoring the importance of power, phronesis and paradox, which lie in human interaction within social context. Research limitations/implications – The proposal that the dominating discourse on organizational change involves some taken-for-granted assumptions, challenges scholars to question the ways organizations are currently studied, and perhaps draws more attention to power, context and particularity in future research. Practical implications – The analysis demonstrates that the social aspect of organizational realities is crucial in organizational change, and should not be underestimated by the practitioners in the process. This realism of practice complexity indicates that the pitfalls of organizational change are more context dependent and thus, more numerous than generally is assumed. Originality/value – This research contributes to both theory and practice by offering a critical view on some of the taken-for-granted organizational change practices. This paper also demonstrates originality by introducing the concept of “organizational change as practice” in analogue of “strategy as practice” (SAP). |
| Databáze: | OpenAIRE |
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