Dynamics of Organizational Change and Learning

ISBN-13: 9780471877370 / Angielski / Twarda / 2004 / 512 str.

Jaap Boonstra; Jaap Boonstra

Opis

This handbook focuses on the complex processes and problems of organizational change and relates current knowledge of individual and group psychology to the understanding of the dynamics of change.

• Complementary and competing insights are presented as overviews of theory and research
• Offers helpful insights about choosing models and methods in specific situations
• Chapters by international authors of the highest quality

Spis treści

About the Editor.

About the Contributors.

Series Preface.

Preface.

Acknowledgements.

Introduction (Jaap Boonstra).

PART I: FUNDAMENTALS AND PRACTICES IN ORGANIZATION DEVELOPMENT.

1. Organization Development and Change: Foundations and Applications (Thomas Cummings).

2. Open Systems Theory: Implications for Development and Learning (Merrelyn Emery).

3. Organizing Change Processes: Cornerstones, Methods, and Strategies (Morten Levin).

4. Art and Wisdom in Choosing Change Strategies: A Critical Reflection (Marc Buelens and Geert Devos).

PART II: DESIGNING AND ORGANIZING ORGANIZATIONAL CHANGE.

5. Change Architecture: Designing and Organizing the Process of Change (Colin Carnall).

6. Managing Change Successfully: Core Questions, Issues, and Strategies (Klaus Doppler).

7. Organizational Change: Strategies and Interventions (Elise Walton and Michael Russell).

8. Dilemmas and Paradoxes in Organizing Change Processes: A Critical Reflection (Luc Hoebeke).

PART III: ORGANIZING, CHANGI NG, AND LEARNING IN AMBIGUOUS CONTEXTS.

9. Organizational Change and Development: Episodic and Continuous Changing (Karl Weick and Robert Quinn).

10. Thinking about Change in Different Colours: Multiplicity in Change Processes (Léeon de Caluwé and Hans Vermaak).

11. Beyond Implementation: Co–creation in Change and Development (André Wierdsma).

12. ChangeWorks: A Critical Construction (Dian Marie Hosking).

PART IV: POWER DYNAMICS AND ORGANIZATIONAL CHANGE.

13. Power Dynamics in Organizational Change: A Multi–perspective Approach (Patricia Bradshaw and Jaap Boonstra).

14. Interactions inOrganizational Change: Using InfluenceTactics to Initiate Change (Gary Yukl).

15. Power and Collaboration: Methodologies for Working Together in Change (Kilian Bennebroek Gravenhorst and Roeland in t Veld).

16. Power and Change: A Critical Reflection (Cynthia Hardy and Stewart Clegg).

PART V: LEARNING AND DEVELOPING FOR SUSTAINABLE CHANGE.

17. Learning in Organizations: Schools of Thought and Current Challenges (Alfons Sauquet).

18. Double–loop Learning and Organizational Change: Facilitating Transformational Change (Chris Argyris).

19. Learning and Sustainable Change: Designing Learning Spaces (Gerhard Smid and Ronald Beckett).

20. Knowledge, Learning, and Organizational Embeddedness: A Critical Reflection (Alice Lam).

Conclusion: Some Reflections and Perspectives on Organizing, Changing, and Learning (Jaap Boonstra).

Index.

O autorze

Jaap J. Boonstra, Sioo, Inter–university Centre for Organizational Change and Learning, Admiraal Helfrichlaan 1, 3527 KV Utrecht, The Netherlands
Jaap Boonstra is a Professor of Organizational Change and Development in the Faculty of Social and Behavioural Sciences at the University of Amsterdam, The Netherlands. He is also Dean and Scientific Director of Sioo, Inter–university Centre for Organizational Change and Learning. Founded by the Dutch universities, Sioo has been the bridge between scientifically founded theory and the practice of organizational and change processes in the Netherlands since 1958. He is also a visiting professor in Esade Business School in Barcelona, Spain. He is a research fellow and member of the scientific staff of The Netherlands School of Communications Research and the Amsterdam School of Social Research.
After studying social and organizational psychology at Leiden University, The Netherlands, he obtained his doctorate with a thesis on integral organizational development and management of complex change processes. Previously, he was Associate Professor in organizational psychology at Leiden University, and hasworked as a consultant, researcher, and managing partner at the Research Foundation for NewTechnology and Organizational Development.
He lectures on the management of change, strategic decision–making, power and politics in organizations, and organizational learning. He has conducted research into the social and organizational aspects of technological innovations, sustainable development and change of organizations, strategic decision–making, and innovation. His research interests focus on barriers to organizational change and innovation, power dynamics in organizational change, sustainable development of organizations, democratic governance, and societal development.
He has published over a hundred articles on technological and organizational innovation, management of organizational change, organizational learning, politics in organizations, strategic decision–making and fundamental change programmes in the service sector, and public administration in the Academy of Management Review, Concepts and Transformations, the European Journal of Work and Organizational Psychology, and Applied Psychology: An International Review. He is a member of the editorial board of several journals. Recently, he published a book on designing and developing organizations, and edited a special issue of the European Journal of Work and Organizational Psychology on power dynamics and organizational change.

Blurb

Realizing organizational change and innovation is a complex process.

Dynamics of Organizational Change and Learning is concerned with the behaviour of individuals, and the social processes in groups and organizations during the process of change.

Leading authorities from 9 countries discuss the processes, problems, and successes of organizational change and learning, and offer critical reflections on the conventional wisdom of planned change.

Dynamics of Organizational Change and Learning combines proven knowledge and robust theories of organizational change and learning with new perspectives from social constructionism and postmodern organization theories. It will be a source of knowledge and inspiration for organizational professionals, management consultants, academics, and students.