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Toward a Chance Management View of Organizational Change

  • Runtian Jing (a1) and Andrew H. Van de Ven (a2)
Abstract

Chance serves as the gate to organizational change. Based on a relational view of chance, we propose that in an organizational context, the chance to change is affected by the perceptions of change agents and the affordance of situational momentum, and that different time points of change are associated with different degrees of chance favorability. We develop a theoretical model to represent how change agents can assess the favorability of current and future momentum and how they can benefit from identifying a perceived chance by employing chance grasping, entraining, creating, or riding strategy to promote organizational change. We generate theoretical propositions to illustrate the four timing strategies of chance management. The overall contribution of this study is a chance management view of organizational change that considers change agents and situational momentum as two interdependent factors in the process of managing the chance to change.

<span class='bold'>摘要</span>:

机会是开启组织变革之门。基于机会的关系视角, 我们认为组织环境中的变革机会是由变革者的主观认知和情境势头的可支撑性共同影响的, 不同时点上采取变革通常伴随着不同好坏程度的机会。我们开发了一个理论模型, 用来指示变革者应该如何评估当前和未来势头的有利程度, 以及他们如何从一次组织变革实施机会的把握、顺应、创建或驾驭策略中受益。我们提出了理论命题来阐述以上机会管理的四种时间策略。本研究的总体贡献是一个组织变革的机会管理观, 该视角将变革者和情境势头视为变革机会管理过程中的两个相互依存的因素。

अवसर संगठनात्मक परिवर्तन के द्वार की भूमिका निभाता है. अवसर का संबंधपरक दृष्टिकोण लेते हुए हम यह प्रस्ताव करते हैं की संगठनात्मक सन्दर्भ में परिवर्तन का अवसर परिवर्तन दूतों के आकलन और पारिस्थितिकीय आवेग समर्थ होने पर है, और यह की परिवर्तन के भिन्न पड़ाव भिन्न प्रकार के सुअवसर से सम्बद्ध हैं. हमने एक सैद्धांतिक प्रतिमान विकसित किया है जो दर्शाता है की किस प्रकार परिवर्तन दूत वर्तमान और भविष्य कल की सुअवसरता आँक सकते हैं और किस प्रकार अवसर बोध, इन्ट्रेनिंग, निर्मिति अथवा राइडिंग रणनीति के प्रयोग से लाभ उठा सकते हैं. हमने सैद्धांतिक प्रस्ताव विकसित किये हैं जो चतुर्कालिन अवसर प्रबंध दर्शाते हैं. इस शोध का योगदान संगठनात्मक परिवर्तन का अवसर प्रबंध दृष्टिकोण है जो परिवर्तन दूतों और पारिस्थितिकीय आवेग को परिवर्तन अवसर प्रबंध करने में पृथक तत्त्व मानता है.

SUMÁRIO:

A oportunidade serve como portão para a mudança organizacional. Com base em uma visão relacional da oportunidade, propomos que em um contexto organizacional, a probabilidade de mudança seja afetada pelas percepções dos agentes de mudança e pelo rendimento do momento situacional, e que diferentes instantes de mudança estão associados a diferentes graus de favorabilidade à oportunidade. Desenvolvemos um modelo teórico para representar como os agentes de mudança podem avaliar a favorabilidade do momento atual e futuro e como eles podem se beneficiar pela identificação de uma oportunidade percebida ao empregar estratégia de captura, incorporação, criação, ou aproveitamento para promover a mudança organizacional. Geramos proposições teóricas para ilustrar as quatro estratégias de gerenciamento de oportunidade ligados ao tempo. A contribuição global deste estudo é uma visão do gerenciamento de oportunidade na mudança organizacional que considera agentes de mudança e momento situacional como dois fatores interdependentes no processo do gerenciamento da oportunidade de mudança.

АННОТАЦИЯ:

Возможность является поводом для организационных изменений. На основании реляционной концепции возможности, мы предполагаем, что в организационном контексте возможность изменения зависит от ее восприятия у агентов изменений, а также благоприятной ситуации в каждый конкретный момент, и что разные временные моменты изменений связаны с разными степенями благоприятствования. Мы создаем теоретическую модель, которая объясняет, как агенты изменений могут оценить степень благоприятствования в данный конкретный момент, и как они могут воспользоваться этой возможностью с помощью стратегии захвата, расширения, создания и продвижения для содействия организационным изменениям. Мы предлагаем теоретические положения, чтобы проиллюстрировать четыре временных стратегии управления возможностями. Основной вклад этой работы – это новый взгляд на организационные изменения через управление возможностями, который предполагает, что агенты изменений и благоприятный момент являются двумя взаимозависимыми факторами в процессе управления возможностями к изменениям.

RESUMEN:

La oportunidad sirve como una puerta para el cambio organizacional. Con base en la perspectiva relacional de la oportunidad, proponemos que, en un contexto organizacional, la oportunidad para cambiar se ve afectada por la percepción de cambio de los agentes y el poder permitirse un impulso situacional y que en diferentes puntos de tiempo de cambio están asociados con diferentes grados de favorabilidad de oportunidad. Desarrollamos un modelo teórico para representar como los agentes de cambio pueden evaluar la favorabilidad del impulso actual y futuro y como ellos pueden beneficiarse de la identificación de una oportunidad percibida mediante el uso de la captación, el arrastre, la creación y la estrategia de manejo para promover el cambio organizacional. Generamos unas proposiciones teóricas para ilustrar las cuatro estrategias de sincronización de tiempo. La contribución general de este estudio es una perspectiva de gestión de oportunidad del cambio organizacional que considera los agentes de cambio y el impulso organizacional como dos factores independientes en el proceso de gestionar la oportunidad para cambiar.

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Corresponding author
Corresponding author: Runtian Jing (rtjing@sjtu.edu.cn)
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