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Essay / Research Paper Abstract
This 3-page paper discusses various topics pertaining to learning and change in organizations. Bibliography lists 4 sources.
Page Count:
3 pages (~225 words per page)
File: AS43_MTorchanco.doc
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Unformatted sample text from the term paper:
cant adapt quickly enough to meet the changes in its external environment is said to be in a state of structural inertia (Rungtusanatham and Salvador, 2008). The main focus of
structural inertia theory is "the claim that organizations generally resist change, with this resistance being amplified when the change required is with the organization core" (Rungtusanatham and Salvador, 2008; p.
389). The organizations "core," in the meantime, is defined as those parts that define the organization itself, such as its purpose (mission), stated goals, authority and leadership, technology and business
strategy (Rungtusanatham and Salvador, 2008). Other factors leading to such inertia include an organizations age, size, complexity, past successes and failures - and even its stakeholders (Rungtusanatham and Salvador, 2008).
Along with structural inertia is the so-called population ecology of an organization, which states a few assumptions, namely that organizations develop routines to
ensure reliability and that reliability (and accountability, for that matter) require organizational structures that are static - and reproducible. Perhaps unsurprisingly, reproducing such routines leads to organizational, or structural, inertia.
This can be seen on a smaller, departmental scale when someone introduces a new idea or thought and is shot down because "thats not the way we do things around
here." Even if the idea saves time and resources, because its not the way things have been done, it wont get considered. Now pictures this particular situation on an organization-wide
basis, and you begin to see how both population ecology and structural inertia can be huge impediments to organizational change. Unless an
organization is willing to change its core purpose, revamp its vision and mission and ensure leadership is able and willing to drive the change, meaningful change doesnt take place. Furthermore,
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