Emergent Change as a Universal in Organizations

By Karl E. Weick. 2012

117 citations recorded by the source corpus.

Subfields: Management Science and Operations Research, Organizational Behavior and Human Resource Management, Strategy and Management

View Paper: https://www.semanticscholar.org/paper/85b6415ff8b21bcbcb692f8d078a6ee1017d55f8

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Management Science and Operations Research

1. Myungweon Choi
2. Art Dewulf
3. R. Biesbroek
4. Wendy E. A. Ruona
5. C. Termeer

In Organizational Behavior and Human Resource Management

1. Myungweon Choi
2. Art Dewulf
3. R. Biesbroek
4. Wendy E. A. Ruona
5. C. Termeer
6. Elwood F. Holton III

In Strategy and Management

1. Myungweon Choi
2. Art Dewulf
3. R. Biesbroek
4. Wendy E. A. Ruona
5. C. Termeer

Citations in the corpus

• Individual Readiness for Organizational Change and Its Implications for Human Resource and Organization Development (2011, background): “Change models with the normative-reeducative orientation engage change recipients in a mutual process with change agents and provide each group (or multiple groups) with opportunities to examine and reshape their present attitudes and values (Quinn & Sonenshein, 2008; Weick, 2000).”
• Transformational change: governance interventions for climate change adaptation from a continuous change perspective (2017, background): “Look closely and update often refers to the importance of encouraging a process of updating by improving situational awareness and closer attention to what is really happening (Weick 2000).”
• Leadership and Change: The Case for Greater Ethical Clarity (2011, unknown): “What is perhaps even more worrying is that, under the Emergent approach, change is seen as uncontrolled and uncontrollable (Weick 2000).”