Modelling the Organisation of Organisational Change

In a dynamic world organisations have to change often. To enable organisations to change, certain structures and capabilities are needed. As all processes, a change process has to be organised itself. In this paper it is shown how within a formal organisation modelling approach also organisation change processes can be modelled. A generic organisation model (covering both organisation structure and behaviour) for organisational change is presented and formally evaluated for a case study. This model takes into account different phases in a change process considered in Social Science 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, a distinction is made between automated and non-automated (more conscious) role behaviour. For the latter case an internal mental model for (reflective) reasoning about expected role behaviour is included in the organisation model.