This paper reports an action research study in which we explore the problems of organisational change within a large non-profit organisation – a so-called “third sector” – organisation. We focus on the mutual interaction of an organisational change initiative and the motivation of the workforce. We review the nature of the social service delivery sector, of which the focal organisation is a par...

Reimagining organisational change leadership orthodoxy requires revisiting the seminal work of Kurt Lewin and James M. Burns. Being the 20 century most influential organisational change and leadership scholars, both radically reimagined their respective fields. However, often misinterpreted, misunderstood and even misrepresented, their true recommendations were largely ignored. In this article ...

Although limited evidence is available, organisational change is often cited as the cause of mental health problems. This paper provides an overview of the current literature regarding the impact of organisational change on mental health. A systematic search in PUBMED, PsychInfo and Web of Knowledge combining MeSH search terms for exposure and outcome. The criterion for inclusion was original d...

Although the role of organisational characteristics in the change process has been extensively analysed and discussed in the literature, individual characteristics, which are equally crucial for the success of change, have been neglected. Therefore, the purpose of the present study is to add a different way of looking and working with organisational change by focusing on individuals’ emotions a...

Change has become inevitable and a dominant aspect within organisations. As organisations are increasingly involved in change, many approaches to organisational change exist. However, the impact of change on the individual and the reality of elevated stress levels during periods of organisational change is often disregarded. Within this context, creating meaningful and sustainable change remain...

Competitive dynamics impact a firm’s necessity to adapt its capabilities permanently and to generate innovations continuously. Therefore, management practice claims for continuous change and the generation of substantial innovations. However, to a certain degree, change and innovation are associated with a break of a firm’s existing mode of operation. Routines and underlying rulesystems become ...

Transformation is indispensable and there no escape from it in today’s insecure complex corporate world. It the only way to save organisation wiping out of race survival. The uncontrollable factors are ever-changing directly affect earning capacity business. These adjustments bring opportunities threats simultaneously those organisations which can adjust themselves as per situation lead towards...