Modeling centralized organization of organizational change

Mark Hoogendoorn (), Catholijn M. Jonker (), Martijn C. Schut () and Jan Treur ()
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Mark Hoogendoorn: Vrije Universiteit Amsterdam
Catholijn M. Jonker: Radboud University Nijmegen, Nijmegen Institute for Cognition and Information
Martijn C. Schut: Vrije Universiteit Amsterdam
Jan Treur: Vrije Universiteit Amsterdam

Computational and Mathematical Organization Theory, 2007, vol. 13, issue 2, No 2, 147-184

Abstract: Abstract Organizations change with the dynamics of the world. To enable organizations to change, certain structures and capabilities are needed. As all processes, a change process has an organization of its own. In this paper it is shown how within a formal organization modeling approach also organizational change processes can be modeled. A generic organization model (covering both organization structure and behavior) for organizational change is presented and formally evaluated for a case study. This model takes into account different phases in a change process considered in Organization Theory 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, an internal mental model for (reflective) reasoning about expected role behavior is included in the organization model.

Keywords: Organizational change; Formal organizational modeling; Organizational simulation; Multi-agent organizations; Organization verification (search for similar items in EconPapers)
Date: 2007
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DOI: 10.1007/s10588-006-9004-5

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