Evolution Theory in Organisations?

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Evolution Theory in Organisations?
Richard Tod
Having just joined this forum I was surprised that there is no theory or model listed for "evolution theory". Surely this is the key process by which organisations develop their individual characteristics and ethos?
In trying to mould an organisation into a new path or changed priorities, it is essential to know how it has evolved in the past and what forces will be required to shape the evolution for the future.
Evolution is not just the structural hierarchy of the organisation nor indeed its reward and benefit systems but rather the culture of social interaction, learned behaviours and pleasure optimisation, complex social interactions and sub cultural forces. (I joined a company once where membership of the baptist church was a prerequisite for any chance of promotion.)
Failure to understand the fundamental dynamics of the socio-economic culture and its evolving nature within and outside the organisation can only result in less than effective change.

Evolutionary, Incremental Change Management Methods
In the Burke Litwin Model of organizational performance and change, a frame work is provided to process an organization's need for change, what variables will have the greatest impact, and whether to implement the change in the transactional factors or the transformational factors. The model's change process dynamics is based on a quasi-equalibrium process of incremental change.
This Burke-Litwin model of organizational performance and change has 12 variables that allow one to analyze the culture and climate of an organization on a systemic, group and individual level. It not only, captures the transformational need, but also the transactional need; such as, what you are referring. A deep dive appreciative inquiry in combination assists in garnering data integral to the social dynamics of the climate.



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