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Numrering	Referens	Omslagsbild	Hitta
1.	Corvellec, Hervé, 1961, et al. (författare) Barbara Czarniawska. Organizational change: Fashions, Institutions and Translations 2017 Ingår i: Szabla, David B., Pasmore, William A., Barnes, Mary A., & Gipson, Asha N. (eds.) The Palgrave Handbook of Organizational Change Thinkers. - Cham : Springer International Publishing. - 9783319498201 Bokkapitel (refereegranskat)abstract Combining neo-institutionalism, actor network theory, and Gabriel Tarde’s sociology, Czarniawska considers the key driver of organizational change to be imitation but an imitation that rests on translation. Organizations emulate one another by translating fashionable ideas according to their understanding, traditions, needs, and means. As translation in this tradition always entails a transformation of the translated idea or object, unexpected consequences will be expected. She does not consider these consequences to be necessarily negative; however, because if stabilized and institutionalized, unintended change can turn out to be as positive as planned change. A further strength of Czarniawska’s is her ability to provide methodological tools that follow the translation processes for change: organizational ethnographies, narrative methodology, and shadowing.

Corvellec, Hervé, 1961, et al. (författare)
Barbara Czarniawska. Organizational change: Fashions, Institutions and Translations
2017
Ingår i: Szabla, David B., Pasmore, William A., Barnes, Mary A., & Gipson, Asha N. (eds.) The Palgrave Handbook of Organizational Change Thinkers. - Cham : Springer International Publishing. - 9783319498201
Bokkapitel (refereegranskat)abstract
- Combining neo-institutionalism, actor network theory, and Gabriel Tarde’s sociology, Czarniawska considers the key driver of organizational change to be imitation but an imitation that rests on translation. Organizations emulate one another by translating fashionable ideas according to their understanding, traditions, needs, and means. As translation in this tradition always entails a transformation of the translated idea or object, unexpected consequences will be expected. She does not consider these consequences to be necessarily negative; however, because if stabilized and institutionalized, unintended change can turn out to be as positive as planned change. A further strength of Czarniawska’s is her ability to provide methodological tools that follow the translation processes for change: organizational ethnographies, narrative methodology, and shadowing.

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