These different perspectives on change highlight the complexity of how individuals and organizations approach and manage transitions.
Social Cognition Perspective: Focus on shifting individual thought processes to achieve change. Emphasize "sensemaking" and develop new ways of thinking. It involves attaching new meanings to concepts and shifting mental models to deepen understanding and frame problems effectively.
Scientific Management Perspective: Views change as top-down and purposeful. As they are often driven by organizational leaders who identify needs, set goals, and provide incentives. They focus on the organization itself rather than the external context
Evolutionary Perspective: Organizational management emphasizes the role of external context and environment in driving change. They see change as unplanned and non-intentional. They view organizations as complex systems adapting to changing external pressures. From an evolutionary perspective, change is not for its own sake, but to solve complex problems and drive progress.
Conflict Perspective: They view change as a natural outcome of conflict and negotiation within organizations. They focus on building coalitions, setting agendas, and negotiating to create change. They consider the role of power dynamics and opposing belief systems
Institutional Perspective: Consider the unique context of change in specific types of institutions. Examine both internal organizational conditions and external influences. Recognize the impact of normative pressures that may resist change.
Cultural Perspective: Emphasize understanding and shifting underlying values, beliefs, and assumptions. Focus on creating opportunities for critical reflection on organizational culture. These perspectives offer different lenses for understanding why change occurs, how it happens, and what factors influence the change process. Change agents and researchers may draw on multiple perspectives to develop comprehensive approaches to managing and studying organizational change.
These different perspectives on change highlight the complexity of how individuals and organizations approach and manage transitions. Understanding these varied viewpoints can help in developing more effective strategies for implementing and coping with change.
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