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Modeling centralized organization of organizational change

Author

Listed:
  • Mark Hoogendoorn

    (Vrije Universiteit Amsterdam)

  • Catholijn M. Jonker

    (Radboud University Nijmegen, Nijmegen Institute for Cognition and Information)

  • Martijn C. Schut

    (Vrije Universiteit Amsterdam)

  • Jan Treur

    (Vrije Universiteit Amsterdam)

Abstract

Organizations change with the dynamics of the world. To enable organizations to change, certain structures and capabilities are needed. As all processes, a change process has an organization of its own. In this paper it is shown how within a formal organization modeling approach also organizational change processes can be modeled. A generic organization model (covering both organization structure and behavior) for organizational change is presented and formally evaluated for a case study. This model takes into account different phases in a change process considered in Organization Theory literature, such as unfreezing, movement and refreezing. Moreover, at the level of individuals, the internal beliefs and their changes are incorporated in the model. In addition, an internal mental model for (reflective) reasoning about expected role behavior is included in the organization model.

Suggested Citation

  • Mark Hoogendoorn & Catholijn M. Jonker & Martijn C. Schut & Jan Treur, 2007. "Modeling centralized organization of organizational change," Computational and Mathematical Organization Theory, Springer, vol. 13(2), pages 147-184, June.
    • Handle: RePEc:spr:comaot:v:13:y:2007:i:2:d:10.1007_s10588-006-9004-5
    DOI: 10.1007/s10588-006-9004-5
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    References listed on IDEAS

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    1. Zini, Floriano & Giulioni, Gianfranco & Reinicke, Michael & Streitberger, Werner & Eymann, Torsten, 2005. "Analysis of simulation environment," Bayreuth Reports on Information Systems Management 8, University of Bayreuth, Chair of Information Systems Management.
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