By Raymond Caldwell
This wonderful ebook remaps the limits and chances of switch, truly transferring the point of interest from superseded debates on employer and constitution to new practice-based discourses on organization and alter. providing readers a selective and critical review of key literature and empirical examine, it is going to support scholars contextualize this complicated topic region and independently review destiny customers for powerful switch agent roles in agencies proposing an interdisciplinary exploration of competing discourses, the publication makes use of overarching conceptual continua: targeted agency-decentred business enterprise and systems-processes, thereby permitting a extra extensive specialise in enterprise and alter. Well-written with hard content material, this ebook is vital interpreting for these drawn to the origins, improvement and destiny customers for switch enterprise in an organizational international characterised by means of expanding complexity, possibility and uncertainty.
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Additional resources for Agency and Change: Rethinking Change Agency in Organizations (Understanding Organizational Change)
In this formulation we are never sure where structure and agency begins and ends. Nor are we clear as to what Giddens means by practice. What are the sources of these equivocations? Part of the problem is that Giddens appears to identify ‘structure’ with the ‘inherent indeterminism of social reproduction’, and as such, it appears as a ‘medium’ of 22 • Agency and change interaction with no substantive or persistent properties over time that can be clearly identified, analysed or changed (Layder 1987).
This created an epistemological asymmetry between the individual or group as an ‘object’ of investigation set apart from the investigator (Danziger 1990). The history of organizational development theory and practice is a history of repeated failures to come to terms with the ambiguities and paradoxical nature of ‘change agency’ as both an expert or rational intervention and an ‘emancipatory’ or democratic process of group involvement that challenges irrationality, power and injustice (Greiner and Cummings 2004: 384).
After Lewin, after modernism • 29 As the OD tradition has developed, however, change agency as an overarching concept and mode of practice has become somewhat lost. The growing absorption of OD as a sub-field of change management and leadership theory, the proliferation of faddish intervention techniques, the focus on delivery, value and measures of effectiveness, and the overall downgrading of ‘theory’ as an appendage to consultancy practice and professional competency have all contributed to the gradual eclipse of a once valuable and potentially critical concept (Worren et al.
Agency and Change: Rethinking Change Agency in Organizations (Understanding Organizational Change) by Raymond Caldwell