Change is the Only ConstantPosted: January 12, 2016
In organizational studies, we frequently say that change is the only constant. I don’t really know who said this to begin with, and it really doesn’t matter, but change really is the only constant, not least because any communication event or episode is new another next first time (Garfinkel, 2002). How, then, do we go about change? From a CCO-friendly perspective, there is conversations of change (Ford & Ford, 1995), organizational becoming (Tsoukas & Chia, 2002), etc. And now there is even a virus to bring about change. Forthcoming in the International Journal of Technology Management (which, to be honest, I never read before) is an article by Steffen Roth on Growth and Function: A Viral Research Program for Next Organizations. It relies heavily on Luhmann, so be careful to put on your thinking cap before immersing yourself in the constructivist thought of viral change.
- Ford, J. D., & Ford, L. W. (1995). The Role of Conversations in Producing Intentional Change in Organizations. Academy of Management Review, 20(3), 541–570.
- Garfinkel, H. (2002). Ethnomethodology’s Program: Working out Durkheim’s Aphorism. Lanham, MD: Rowman & Littlefield.
- Tsoukas, H., & Chia, R. (2002). On Organizational Becoming: Rethinking Organizational Change. Organization Science, 13(5), 567–582.