ORGANIZATIONAL CHANGE
We live in an age of transition. The only thing that is constant is change. Everything changes continually. Change has become a fundamental aspect of historical evolution.
Survival of the fittest: A concept by Charles Darwin explains the cause of success of any entity. The two major objectives of any organization are survival and growth. Every organization is trying very hard to establish a balance between the two. Organizations have to change and should be able to sustain it in order to survive and grow.
Poole & Ven (2004) defined organizational change as “a difference in form, quality or state over time in an organizational entity. The entity may be an individual’s job, a work group, an organizational summit, the overall …show more content…
1. Life-Cycle Theory
This theory states that an organization follows a sequence of stages or phases that are cumulative (characteristics acquired in previous stages are retained) and conjunctive (stages are connected). According to this theory, the change process follows a sequence of stages.
Every stage contributes to the final scenario of change, and they should occur in the proper sequence as each contribution leads to the next stage. Every stage plays an important role for setting the platform for the succeeding stage. Figure 1.6 Life Cycle Theory
[Source: Van de Ven & Poole. (1995). Explaining Development and Change in Organizations. The Academy of Management Review, 20(3), p.520]
2. Teleological Theory
This theory is based on the idea that goal is the main cause for triggering the movement of any entity. According to this theory, development and change in any organization is directed towards any goal or a desirable state. It assumes that an organization interacts with others, formulates a desired state, undertakes the necessary actions, and evaluates the progress. Figure 1.7 Teleological …show more content…
(1995). Explaining Development and Change in Organizations. The Academy of Management Review, 20(3), p.520]
According to Van de Ven & Poole, this theory views “development as a repetitive sequence of goal formulation, implementation, evaluation, and modification of goals based on what was learned or intended by the entity.” (p.516). As soon as one goal is achieved, new ones are set. Therefore, organizations change as the goals change. This process is ongoing and repetitive, and therefore, organization is never in permanent equilibrium.
3. Dialectical Theory
This theory proposes that organizations exist “in a pluralistic world of colliding events, forces, or contradictory values that compete with each other for domination and control.” (Van de Ven & Poole, 1995, p.517). These forces can be internal or external to the organization.
This proposes that every phenomenon is accompanied by a contradicting phenomenon. A collision occurs between these phenomenon occurs thereby disturbing the status quo and a synthesis is produced. As time passes, the synthesis becomes the new phenomenon in the organization.
Thesis Conflict Synthesis
We live in an age of transition. The only thing that is constant is change. Everything changes continually. Change has become a fundamental aspect of historical evolution.
Survival of the fittest: A concept by Charles Darwin explains the cause of success of any entity. The two major objectives of any organization are survival and growth. Every organization is trying very hard to establish a balance between the two. Organizations have to change and should be able to sustain it in order to survive and grow.
Poole & Ven (2004) defined organizational change as “a difference in form, quality or state over time in an organizational entity. The entity may be an individual’s job, a work group, an organizational summit, the overall …show more content…
1. Life-Cycle Theory
This theory states that an organization follows a sequence of stages or phases that are cumulative (characteristics acquired in previous stages are retained) and conjunctive (stages are connected). According to this theory, the change process follows a sequence of stages.
Every stage contributes to the final scenario of change, and they should occur in the proper sequence as each contribution leads to the next stage. Every stage plays an important role for setting the platform for the succeeding stage. Figure 1.6 Life Cycle Theory
[Source: Van de Ven & Poole. (1995). Explaining Development and Change in Organizations. The Academy of Management Review, 20(3), p.520]
2. Teleological Theory
This theory is based on the idea that goal is the main cause for triggering the movement of any entity. According to this theory, development and change in any organization is directed towards any goal or a desirable state. It assumes that an organization interacts with others, formulates a desired state, undertakes the necessary actions, and evaluates the progress. Figure 1.7 Teleological …show more content…
(1995). Explaining Development and Change in Organizations. The Academy of Management Review, 20(3), p.520]
According to Van de Ven & Poole, this theory views “development as a repetitive sequence of goal formulation, implementation, evaluation, and modification of goals based on what was learned or intended by the entity.” (p.516). As soon as one goal is achieved, new ones are set. Therefore, organizations change as the goals change. This process is ongoing and repetitive, and therefore, organization is never in permanent equilibrium.
3. Dialectical Theory
This theory proposes that organizations exist “in a pluralistic world of colliding events, forces, or contradictory values that compete with each other for domination and control.” (Van de Ven & Poole, 1995, p.517). These forces can be internal or external to the organization.
This proposes that every phenomenon is accompanied by a contradicting phenomenon. A collision occurs between these phenomenon occurs thereby disturbing the status quo and a synthesis is produced. As time passes, the synthesis becomes the new phenomenon in the organization.
Thesis Conflict Synthesis