In the past decade internal communication began to take on a new identity as it supports the many change efforts underway in organizations today. Change communication – how internal messaging effects individual behavior change – is a key element for an organization undergoing transformation....

This chapter assesses the accuracy of the assumption that organizational change research is too thematically narrow. The proposition is explored by assessing the nature of articles on change, published since 1947, in eight representative management and organization journals (n=454). Results...

Changes in the traditional values, institutional context, and choice of change programs are currently shaping the postmodern science and practice of organization development (OD). These changes manifest themselves in powerful new value orientations, intervention frameworks, and practices that...

As Piderit (2000) points out, much of the work on resistance to change borrows from the field of mechanics, conceptualizing resistance as a force that slows or stops motion and increases the energy and work required to alter the rate and magnitude (distance) of movement. These ideas are evident...

In this chapter, we offer a definition of a particular type of coaching, one focused on achieving sustained, desired change in the individual being coached. We also discuss a theory of intentional change, which we suggest explains why coaching in this manner indeed leads to sustained, desired...

A work system may be said to exhibit social sustainability if it utilizes its human, social, economic, and ecological resources with responsibility. This entails using these resources in a non-exploitive way, regenerating them, and paying due attention to the needs and ambitions of its...