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Organization change (OC) is increasingly important in today's volatile world. Understanding OC is a growing emphasis of management and organization (M&O) research and the singular focus of OC scholarship and practice. We show how selected M&O theories inform OC at the organization level. These theoretical perspectives diverge on issues central to OC. We explore what these conceptual differences mean for OC study and practice going forward.

Innovation originally meant ‘change’ or ‘renewal’. Over time, it became associated with creating new products, methods, materials, markets, and forms of organisation. Today, in everyday language, innovation is used as a much broader term that encompasses non-materialistic, non-economical ideas such as social, educational, philosophical, political, environmental, or spiritual innovations. What makes something innovative is subjective and depends not only on the perceived novelty of the content but also on the co-constructed meaning of what is possible or what it changes in our lives. Therefore, innovation leaders must also become experts in co-constructing meanings with their teams. In this chapter, a structured solution-focused framework will be introduced with the intent to support innovative teams in maintaining effective team dialogue, foster more innovative team collaboration, better innovations, or an improved innovation process. In fostering an interactive and dynamic team process, solution-focused leaders engage in deliberate interactions that often initiate a positive dynamic leading into an even more innovative future.

Tourism, a critical economic sector for Small Island Developing States (SIDS), is extremely vulnerable to climate change. It has been becoming increasingly evident that strategic planning is essential for the sector to manage future impacts of climate change. This study examines the climate change considerations in the tourism sector of The Bahamas with a specific focus on adaptation policies by exploring the perspectives of key actors. Facing similar climate vulnerabilities as many other SIDS, The Bahamas was chosen because it is a mature tourism destination that provides an avenue for existing policy innovations. In-depth, semi-structured interviews were conducted with eight policy actors from the government, tourism associations, and nongovernmental organizations in the country. The findings revealed that these stakeholders have a good knowledge of climate change. However, planning for tourism and climate change is fragmented, with most climate policies formulated with the scope of mitigation, such as greenhouse gas reduction strategies. In addition, the policy implementation faces many gaps common to SIDS, such as funding and human capacity. At present, the strategic planning for future tourism targets sustainable eco-tourism markets. Based on our findings, we provide recommendations such as leveraging public officials' knowledge of climate change, steering locally relevant adaptation measures, and directing immediate attention toward projects in the pipeline to ensure timely, long-term, and effective planning. The study adds to the current knowledge of climate change in the tourism policy context for The Bahamas with implications for other SIDS.

Discrete choice models based on cross-sectional data have the important limitation of not considering habit and inertia effects and this may be especially significant in changing environments; notwithstanding, most demand models to date have been based on this type of data. To avoid this limitation, we started by building a mode choice panel around a drastically changing environment, the introduction of a radically new public transport system for the conurbation of Santiago de Chile. This paper presents the formulation and estimation of a family of discrete choice models that enables to treat two main elements: (i) the relative values of the modal attributes, as usual, and (ii) the shock resulting from the introduction of this radical new policy. We also analyse the influence of socioeconomic variables in these two forces.

We found that introducing this drastic new policy may even modify the perception of attribute values; in fact, the changes can be different among individuals, as socioeconomic characteristics act as either enhancers or softeners of the shock effects generated by the new policy.

Large-scale organizational change, such as seen through mergers and acquisitions, CEO succession, and corporate entrepreneurship, sometimes is necessary in order to allow firms to be competitive. However, such change can be unsettling to existing employees, producing considerable uncertainty, conflict, politics, and stress, and thus, must be managed very carefully. Unfortunately, to date, little research has examined the relationships among change efforts, perceptions of political environments, and employee stress reactions. We introduce a conceptual model that draws upon sensemaking theory and research to explain how employees perceive and interpret their uncertain environments, the politics in them, and the resulting work stress, after large-scale organizational change initiatives. Implications of our proposed conceptualization are discussed, as are directions for future research.

This article applies ideas drawn from the work of Archer and Wuthnow to strategic and organizational change in the UK brewing industry from 1950 to 1990. Changes to the management of public houses formed part of the ideology of a group of ‘modernizers’ linked to broader discourses. However, these changes brought in their trail logical entailments that were seized upon by other actors to foster the growth of managerial trade unionism. From Archer are drawn ideas about contradictions between ideas at the level of what she terms the ‘cultural system’ and their relationship to conflict at the sociocultural level. From Wuthnow is taken a focus on processes of the production of culture. These ideas can contribute to broader institutionalist approaches by, in particular, helping to deepen the ‘cultural turn’ and by providing an alternative to the focus on institutional entrepreneurship.

Much has been theorized about what change strategies to employ given particular types of organizational change. Organizational theorists have linked participative strategies with culture change, strategies based on logic and reason with new technology implementations, and power strategies with the introduction of new laws and legislation. However, to what degree are these suggested recommendations carried out in organizations? In this paper, we explored the extent to which change recipients perceive the use of theorist recommended strategies when undergoing specific types of organizational changes. Using survey research (N = 88), we investigated the perceived relationship between two components of change: change content and change strategy. The results partially follow the ideals proposed by previous theorists, but they also highlight a significant relationship between power-coercive strategies and episodic change events that is contrary to those ideals. For practitioners, our findings draw attention to the connection between change content and change strategy in the hope of offering some guidance to those change agents who must determine how to lead a particular change initiative. Additionally, since our investigation is original and exploratory, we incite future research aimed at understanding the congruency between change content and change strategy formulation.