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THEORIES OF CHANGE IN ORGANISATIONS |
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Change
Management MGMT625
VU
LESSON
#7
THEORIES
OF CHANGE IN ORGANISATIONS
Before
discussing theories of change let us
first discuss one such term
used frequent in
management
literature.
The term is theoretical pluralism.
Pluralism is widely popular term in the
western society
which
means to satisfy differing
interests and needs of cross
section of society. Here it means
pluralism
also
exist in the case of simultaneous
acceptance of differing and multiple
explanations of reality.
This
has
been realised by Koontz who
referred to this situation as
management theory jungle.
There is
problem of
too much conflicting,
overlapping, alternative and varying
theories of a single phenomenon
in
management literature related to
motivation, leadership, decision-making,
objective-setting (MBO)
etc.
This lead to the fragmentation and
compartmentalisation of perspectives
resulting in the persistence
of the
problem of theoretical divide;
whether it is an isolated line of
research or nullify each
other or
support or
reinforce each other. There
fore we have to understanding different
explanations theories
stated
below.
These
theories explained below are narrated by
Van de Ven & Poole in
his article published in
the
Academy of
Management Review tried to
give a comprehensive picture of various
theories on
organization
change ranging from
child development to evolutionary
biology, incorporating
various
concepts, as
organisation life is a complex phenomenon
with interplay and juxtaposition of
multiple
contrasting
forces. He categorised various theories
into a set of four theories
which are:
1. Life
cycle theories
2.
Teleological theories
3.
Dialectical theories
4.
Evolutionary theories
This is a
significant framework gives a
parsimonious and prudent explanation of
organization change.
The
framework serves a normative
function and provides useful
standards to evaluate the
form,
completeness
and tightness of specific developmental theories.
The framework supports
inductive
research by
identifying characteristics of the four
motors and the conditions under which
they operate
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Table of Contents:
- Introduction to Change Management
- BENEFITS AND SIGNIFICANCE OF CHANGE MANAGEMENT
- KURT LEWIN MODEL: ASSUMPTIONS AND IMPLICATIONS
- IMPLICATIONS OF KURT LEWIN MODEL
- SOME BASIC CONCEPTS AND DEFINITIONS
- TRANSACTIONAL VS. TRANSFORMATIONAL LEADERSHIP
- THEORIES OF CHANGE IN ORGANISATIONS
- Life cycle theory
- Teleological theories of Change
- Dialectical theories of change
- A DIALECTICAL APPROACH TO ORGANISATIONAL STRATEGY AND PLANNING
- LIMITATION OF DIALECTICS; DA AND DI
- THEORIES OF CHANGE IN ORGANISATIONS
- APPLICATION OF EVOLUTIONARY THEORY
- FURTHER APPLICATION OF EVOLUTIONARY T
- GREINER’S MODEL OF ORGANISATIONAL– EVOLUTION AND REVOLUTION
- GROWTH RATE OF THE INDUSTRY
- COORDINATION
- ORGANISATION ECOLOGY
- CLASSIFICATION OF ORGANIZATIONAL SPECIES
- FOOTNOTES TO ORGANISATIONAL CHANGE
- SOME COMPLEXITIES OF CHANGE
- ORGANIZATIONAL ADAPTATION
- PROSPECTORS
- SKELETAL MODEL OF ADAPTATIONq
- STRATEGIC CHANGE
- Management Styles and Roles
- SYMBOLIC PROCESSES
- COMMUNICATING CHANGE