[Autom. eng. transl.] "If we want everything to remain as it is, everything must change" The famous and paradoxical phrase of Tomasi di Lampedusa in Il Gattopardo, often readapted into the equivalent "to change everything to change nothing", originally meant, not without cynicism, the attitude of the Sicilian political-economic elite who, in the face of events that would have led to the unification of Italy, supported the change in order to preserve its privileges of class. The Sicilian writer would never have imagined that this sentence could express a more general property of systems, including organizational ones. Despite the typically managerial and consultative emphasis on change, in fact, even in organizations any transformation process implies a mix of elements of stability in continuity with the past, and elements of novelty that question the established order. The intrinsically paradoxical character of organizational change can be grasped in the numerous oxymorons recurring in the literature such as, for example, "dynamic equilibrium" (derived from the physical sciences) and "ambidextrous approach". Through the case study of an Italian company operating in the banking sector that is going through a process of intense change, and the analytical lens of identity in organizations, this article presents a paradoxical vision of organizational change, highlighting its challenges and possible benefits. as well as the theoretical and practical implications, in an attempt to present a more balanced and plural vision of change in organizations, which takes into account the perspectives of all the actors involved.
|Translated title of the contribution||[Autom. eng. transl.] Organizational change and multiple identities: a paradoxical view|
|Number of pages||13|
|Journal||SVILUPPO & ORGANIZZAZIONE|
|Publication status||Published - 2019|
- Cambiamento organizzativo, stabilità, paradosso, identità