Description

Now more than ever, the pace of organizational change is getting faster and faster, with almost every company dealing with transformation of different sizes and of different nature. Organization change and development (ODC) is a well-established field, supporting companies in dealing with change for almost a century now. ODC it is based on the seminal approach of Lewin, which define change as a process of unfreezing, moving, and refreezing the new system, with every more contemporary practice being based on this seminal approach.  However, the pandemic and the digital transformation brought the companies to rely on many different disciplines to practically manage change, such as project management and design. Some of the rising questions are: how actionable, grounded and practices application of change principles are carried out by companies today? Which new competences should the ODC consultants and practitioners should develop beyond the typical ODC domain? Which are the new theoretical domains that ODC field should look at? The aim of the thesis is to explore these questions through multiple case studies.

Types of activities: Qualitative Research

Type of work: Dissertation/Thesis

Number of students: 1 or 2

Contacts

–Filomena Canterino (filomena.canterino@polimi.it )

–Raffaella Cagliano (raffaella.cagliano@polimi.it)