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英国留学生企业管理专业毕业论文定制:Theories of organization

论文作者:留学生论文论文属性:短文 essay登出时间:2011-04-01编辑:zn1987点击率:2828

论文字数:6889论文编号:org201104011156501574语种:英语 English地区:英国价格:$ 22

关键词:organisational behaviourTheories of organizationwestern economies

New paradigms for change?
Theories of organization and
the organization of theories

Introduction
Over the last few decades western economies have been rocked by a series of
economic shocks (Stewart, 1993) and crises (Iacocca, 1986). As a result, the field
of management and, example, Reed and Hughes, 1993),https://www.51lunwen.org/liuxuelunwendx/ such that the shared conviction among
managers, consultants and many business school academics seems to be that
business success requires management attention be directed to the “soft”,
cultural and humanistic aspects of organization (Deal and Kennedy, 1982;
Legge, 1995; Thackray, 1986). Indeed it has been argued that the cultural
management of organizations carries with it a requirement for a new paradigm
of management and, by implication, the requirement for a new paradigm by
which to research the management of change and the management of
organizations more generally. This has been stated explicitly in the works of
Burnes (1992) and Mink (1992) and exists clearly, if more implicitly, in the works
of many other key figures such as Kanter (1989), Ouchi (1981), Peters and
Waterman (1986) and Schein (1985, 1991) to name but a small sample.
While acknowledging and applauding the wider theoretical reflection which
this interest in paradigms invites, this paper will attempt to cast more light on
the notion of paradigms for change and the prospects for the development of
new paradigms for change. However, unlike mainstream (generally
managerialist) considerations of change management which tend to operate
with a simple scientific model of theoretical change and development, this paper
will examine theory as a social and organizational process (Alvesson, 1991;
Reed, 1993). Viewed in this way the prospect for a new paradigm for the
analysis of change in organizations is properly viewed as a social and political
question and will be addressed accordingly. Thus, in analysing theories of
change the paper will attempt to locate the theorist and will raise questions as
to the ends and objectives to which the theorists of/for change address
themselves.
References
Ackroyd, S. (1993), “Paradigms lost: paradise regained?”, in Reed, M. and Hughes, M. (Eds),
Rethinking Organization: New Directions in Organization Theory and Analysis, Sage, London.
Aldrich, H.E. (1993), “Incommensurable paradigms? Vital signs from three perspectives”, in Reed,
M. and Hughes, M. (Eds), Rethinking Organization: New Directions in Organization Theory
and Analysis, Sage, London.
Alvesson, M. (1991), “Organizational代写留学生论文symbolism and ideology”, Journal of Management Studies,
Vol. 28 No. 3, pp. 207-25.
Baritz, L. (1965), The Servants of Power, Wiley, New York, NY.
Beaumont, P.B. (1993), Human Resource Management: Key Concepts and Skills, Sage, London.
Brown, C. (1993), “Organization studies and scientific authority”, in Reed, M. and Hughes, M.
(Eds), Rethinking Organization: New Directions in Organization Theory and Analysis, Sage,
London.
Burnes, B. (1992), Managing Change, Pitman, London.
Burrell, G. and Morgan, G. (1980), Sociological Paradigms and Organizational Analysis,
Heinemann Education, London.
Deal, T. and Kennedy, A. (1982), Corporate Cultures. The Rites and Rituals of Corporate Life,

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