It is often stated that some 70% of all change projects fail. Though this figure can be disputed, it is nevertheless clear that managing change is one of the most difficult tasks facing organizations today. In response to this, writers offer a wide range of theories and advice designed to aid managers and scholars in understanding and managing change, but which seem merely to overwhelm them with a profusion of competing and conflicting advice and approaches. In many respects, change is a field which epitomises the ‘rigor-relevance’ debate. We have many approaches to change which are built on sound research and robust theories, but which appear to lack relevance for managers. We also have a vast array of nostrums, practices and tools which managers use, but which appear to lack methodological or theoretical foundations.
The aim of this series is to cut through the confusion surrounding the study and practice of change by providing comprehensive and in-depth studies of existing and emerging approaches to change. The rationale for the series is that we cannot understand organizational change sufficiently nor implement it effectively unless we can evaluate the various approaches in terms of the evidence which underpins them, what they seek to achieve and how and where they can be applied. In particular, the series seeks to address, but is not limited to, the following questions:
Edgar H. Schein The Artistry of a Reflexive Organizational Scholar-Practitioner
Organizational Change and Relational Resources
Organizational Change, Leadership and Ethics
Reshaping Change A Processual Perspective
By David Coghlan
March 19, 2024
The contribution of Edgar H. Schein to the field of management, organization studies and applied behavioural science is both extensive and deep. For almost seventy years he has creatively and systematically shaped theory and practice in areas including organization development and change, career ...
By Julian Randall, Bernard Burnes
December 05, 2023
Despite the plethora of books on change, there appears a notable gap in the field; rarely is the authentic and candid voice of change agents heard. How often do academics or practitioners candidly state what they actually do when they are faced with managing change in their own organisations or ...
By Karol Marek Klimczak, Yochanan Shachmurove
May 31, 2023
Transitioning organizations to the new normal following environmental shocks, economic upheavals, and technological innovations is a challenge to classic organizational management. The main reason: because no single organization knows precisely what the target of change is. Resources created and ...
By Rune Todnem By, Bernard Burnes, Mark Hughes
February 28, 2023
Organizations and societies are facing extreme challenges that require action (IPCC, 2021). The UN's sustainability goals, demographic change, and the green shift are knocking on the door, while traditional education, and ways of leading and managing this development, often fail to keep up. ...
By Ronald Skea
January 09, 2023
Organizational change literature often focuses on the leaders role in giving sense to others of the need for change and there is a plethora of models and recipes on how to influence employees thinking about change, organizational design and performance. Notwithstanding this ready supply of ...
By Cornell Vernooij, Judith Stuijt, Maarten Hendriks, Wouter ten Have, Steven ten Have
October 13, 2022
Humans are social animals, and change is a social process. To understand this social process and explain the thoughts, feelings, and behaviours of individuals, knowledge of how the presence of others influences people is crucial. In this regard, bias is a concept with a lot of potential. Because ...
By Davide Secchi, Rasmus Gahrn-Andersen, Stephen J. Cowley
September 30, 2022
Cognition is usually associated with brain activity. Undoubtedly, some brain activity is necessary for it to function. However, the last thirty years have revolutionized the way we intend and think about cognition. These developments allow us to think of cognition as distributed in the sense that ...
By Thomas Calvard
August 01, 2022
Decades of investigations into diversity in the workplace have created mixed answers about what kinds of effects it has on employees and teams, and whether or not it can be managed effectively to generate positive outcomes for organizations. In contrast to mainstream work from management and ...
By Einar Iveroth, Jacob Hallencreutz
May 06, 2022
Digitalization is on everyone’s lips as new technology changes business landscapes and conventional companies are outperformed by younger digital and agile contestants. In this volatile environment it seems more relevant than ever before to understand the aspects and business logic behind the ...
By Darren McCabe
January 14, 2020
The literature on Change Management works from the premise that management possesses the power to achieve change and this is evident in that resistance is little more than a footnote in most textbooks. This assumption sits uneasily, however, with the high failure rate of Change Management ...
By Patrick Dawson
June 10, 2019
This book views change as an ongoing process that should not be solidified or treated as a series of linear events. In drawing on data collected from over 40 years of research, it highlights the theoretical and practical value of using a processual perspective. Illustrative examples from a range of...
By Baruch Shimoni
March 19, 2019
Organization Development and Society: Theory and Practice of Organization Development Consulting offers a new approach for the practice of organization development (OD). The new approach, a habitus oriented OD (HOOD), sees consultees' thinking and behavior a result of habitus, a cognitive structure...