Changing Organizational Identity

Organizational members support during a change can
be influenced strongly by the degree to which the
company is not going to be the same as it was before.
Indeed, members have a stake in who the organization
is, and they are often quite frantic in their
efforts to avoid losing it. The aim of this book is
to propose and test hypotheses on why organizational
members adhere to some characteristics of their
working organization and feel worried about losing
them. The book does not give checklists or provide
practical recommendations for how to manage a
difficult change in organizations. Instead, it
provides an overview of the debate and notes on
previous relevant studies; it proposes reflections
and discusses the difficulty associated with change
in an organization s identity. Hence, this book is
for the reader who wants to understand the complexity
of the topic to better understand the recommendations
that may be provided to them by other, more
practically oriented studies. In doing so, this book
explains the complexity of the topic to allow the
reader to gain a more comprehensive and far better
informed perspective on change to organizational
identity.

Autorentext

Assistant Professor in Corporate and Business Communication atInstituto de Empresa, Madrid. She investigated and taught at theUniversity of Cambridge, London School of Economics andUniversity of Lugano, where she got her Ph.D. She won the JosWillems Award 2002 and the Literati Network Awards for Excellence2009. She is consultant at CCI.

Klappentext

Organizational members' support during a change canbe influenced strongly by the degree to which thecompany is not going to be the same as it was before.Indeed, members have a stake in "who the organizationis," and they are often quite frantic in theirefforts to avoid losing it. The aim of this book isto propose and test hypotheses on why organizationalmembers adhere to some characteristics of theirworking organization and feel worried about losingthem. The book does not give checklists or providepractical recommendations for how to manage adifficult change in organizations. Instead, itprovides an overview of the debate and notes onprevious relevant studies; it proposes reflectionsand discusses the difficulty associated with changein an organization's identity. Hence, this book isfor the reader who wants to understand the complexityof the topic to better understand the recommendationsthat may be provided to them by other, morepractically oriented studies. In doing so, this bookexplains the complexity of the topic to allow thereader to gain a more comprehensive and far betterinformed perspective on change to organizationalidentity.