Routledge Studies in Organizational Change & Development
It is often stated that some 70% of all change projects fail. Though this figure can be disputed, it is nevertheless clear that managing change is one of the most difficult tasks facing organizations today. In response to this, writers offer a wide range of theories and advice designed to aid managers and scholars in understanding and managing change, but which seem merely to overwhelm them with a profusion of competing and conflicting advice and approaches. In many respects, change is a field which epitomises the ‘rigor-relevance’ debate. We have many approaches to change which are built on sound research and robust theories, but which appear to lack relevance for managers. We also have a vast array of nostrums, practices and tools which managers use, but which appear to lack methodological or theoretical foundations.
The aim of this series is to cut through the confusion surrounding the study and practice of change by providing comprehensive and in-depth studies of existing and emerging approaches to change. The rationale for the series is that we cannot understand organizational change sufficiently nor implement it effectively unless we can evaluate the various approaches in terms of the evidence which underpins them, what they seek to achieve and how and where they can be applied. In particular, the series seeks to address, but is not limited to, the following questions:
- What are the emerging themes in the field of organizational change?
- Which theories and approaches to change have stood the test of time?
- What are the key debates within the field?
- How has the field been influenced by and incorporated newer approaches to organizational life, such as postmodernism, social constructionism, critical realism, and complexity theories?
- What is the current status of OD (organization development)?
- To what extent have countries in Asia, Africa, the Middle East and South America developed their own distinct approaches to change?
- How are developments such as social media and virtual organizations affecting the way organizations perceive and carry out change?
- Do successful organizations adopt different approaches to change than unsuccessful ones, or do they use the same approaches but more effectively?