Teacher: Mireille post-Hubers
Problem statement
Organizational change has become the norm for organizations to sustain their success and existence. At its most basic level, organizational change represents a difference in form, quality, or state over time in an organizational entity, such as organizational strategies, programs or products. Such change processes enable organizations to deal with the rapid pace with which drivers of change processes (such as changes in leadership, governmental regulations, technological developments, etc.) present themselves.
The process of professional development plays a crucial role in organizational change as such change processes affect the way in which employees and managers need to perform their jobs. This requires that employees and managers learn new knowledge, attitudes and skills and use those to make the required changes in their everyday work practice (their organizational routines). There are several research questions you could study within this theme, including:
- How can we measure (change in) organizational routines?
- What role does learning play in changing organizational routines?
Method
Depending on which project you choose, data (quantitative and/or qualitative) are already collected or still need to be collected.
Profile of the student
n.a.
Resources
- Feldman, M. S. & Pentland, G. T. (2003). Reconceptualizing organizational routines as a source of flexibility and change. Administrative Science Quarterly, 48, 94-118.
- Becker et al 2005 - Applying organizational routines in understanding organizational change
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If you are interested in this theme, please contact the graduation coordinator of PLT: Mireille Post-Hubers