Purpose-The purpose of this paper is to investigate how resistance to change might be a consequence of differences in professional discourse of professional groups working together in a change program. Design/methodology/approach-The paper uses discourse analysis and rubrics to study the implementation of a new ICT system for an airline. Data for this case study were collected in semi-structured interviews, desk research, participant observations and a diagnostic workshop. Findings-The data suggest that the non-aligned interaction between different professional discourses can be a source of resistance to change, in addition to other well-known sources of resistance to change in the change management literature. Future research regarding change management should incorporate linguistics and discourse analysis. Investigating resistance to change could be done comprehensively, paying attention to differences in professional cultures in cross-functional (project) teams. A managerial implication of the study is that making differences in professional discourses explicit is a constant point of attention in (project) teams. Research limitations/implications-The authors' choices with regard to the sample size and methods limit the generalisability of the results. However, these choices were instrumental in reaching a rich set of data, which enabled the authors to get an understanding of the conversational dynamics in the case. Originality/value-The paper argues that change programs contain subjective, informal and linguistic dimensions which might give reasons for understanding resistance to change in new ways. The theoretical contribution of the paper is that it integrates change management literature with linguistic literature about professional discourse.
Various researchers have called for research into positive examples of successful triple helix governed ecosystems. Triple Helix collaborations are seen as the solution to tackle the current ‘wicked problems’ of society. Researchers are encouraged to enhance our understanding of governing inter-organizational collaborations (ecosystems) in the context of university-industry-government (Triple Helix) relations. In this paper we therefore describe a case study of the Brainport Eindhoven ecosystem in the Netherlands which embodies a triple helix organization and how the regional governmental structure (Brainport Foundation and Brainport Development) on the one hand stabilizes at a strategic level and on the other hand gives flexibility at the tactical and operational level. This leads to the transfer of knowledge and to innovation and change within the network. Using mixed methods of 1) analysis of (strategic) documents about the regional governance used and how the Brainport Eindhoven mission evolved through time; 2) semi-structured interviews with current and former Brainport Foundation board members and former Brainport Development managers; and 3) network participant observations; we reveal rich experiences from 25 years of Brainport Eindhoven. This research shows the historical overview of Brainport Eindhoven and how the triple helix parties together managed several regional or worldwide crises. This togetherness was crucial in the development of a successful regional ecosystem. Our findings illustrate the fragile balance between stability and flexibility within the ecosystem and its governance based on processes of common sensemaking by all stakeholders. Our paper contributes to a better understanding of the development and governance of triple helix entrepreneurial ecosystems. Finally, this paper makes suggestions for future research by discussing the ambition to transform the ecosystem into a Quadruple Helix (adding the ‘community’ as a fourth pillar) organized ecosystem.
The objective of this study was to investigate the relationship between job demands, job resources, sense of coherence and work-related well-being of employees at Sector Education Training Authorities (SETA). The sample consisted of 159 SETA employees in South Africa. The Maslach Burnout Inventory – General Survey, the Utrecht Work Engagement Scale, the Orientation to Life Questionnaire, and the Job Demands-Resources Scale. The results showed that overload predicted exhaustion. Cynicism was predicted by limited growth opportunities, a lack of organisational support, and a weak sense of coherence. Vigour and dedication were predicted by growth opportunities, organisational support and a strong sense of coherence.
In this paper we describe a case study regarding a change processes in which service engineers and change agents are involved. We investigate what the specific aspects are that influences the change effort and result at the end in a technical environment. We think that three aspects are interfering and influencing the change effort. These are; context, discourse and personality. Finally we suggest further research from a sender -, a receiver -and a combined sender -receiver perspective.
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