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The Complexity of Organizational Change: Describing Communication during Organizational Turbulence

机译：组织变革的复杂性：描述组织动荡期间的沟通

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摘要

Organizational researchers and practitioners have been interested in organizational change for some time. Historically, they have directed most of their efforts at improving the efficiency of planned top-down change. These efforts were strategic attempts at altering parameters leading to transformational change. Most efforts failed to meet their intended purposes. Transformational organizational change has not been likely. The legitimate systems have been robust. There has been little systematic investigation of the communication occurring during these efforts. The purpose of this essay is to describe results of a mixed methods research project answering two research questions, (a) How do organizational members communicate during a time of turbulence? (b) What features of this communication suggest the potential for or resistance to transformative change? Comparing the results at the beginning of the period to other periods, gives insight into how social actors communicate and enact the organization during a threshold period where transformational change was possible. Results reveal identifiable patterns of communication as communication strategies, parameters, or basins of attraction. The overall pattern explains how micro communication patterns intersect and how the accumulation of these patterns may resist or accomplish change at a macro level.
机译：组织研究人员和从业人员对组织变革感兴趣已有一段时间了。从历史上看，他们将大部分精力用于提高计划的自上而下变更的效率。这些努力是改变参数以进行变革的战略尝试。大多数努力未能达到其预期目的。不可能进行变革性的组织变革。合法的系统非常强大。在这些努力中，很少有系统的调查交流发生过。本文的目的是描述一个回答了两个研究问题的混合方法研究项目的结果：（a）在动荡时期组织成员如何沟通？ （b）这种交流的哪些特征暗示了变革变革的潜力或阻力？将阶段初期的结果与其他阶段的结果进行比较，可以洞悉社会参与者在可能发生变革的临界期如何沟通和制定组织。结果揭示了可识别的交流方式，即交流策略，参数或吸引力所在。总体模式解释了微通信模式如何相交以及这些模式的累积如何在宏级别上抵抗或完成更改。

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