Dynamic Change Management A Context-oriented Approach to Foster the Adaptability of Organizations

This book offers a new perspective on change projects in organizations. While traditional approaches of analysis, planning, and implementation can be too slow and unsatisfactory in dynamic environments, this book introduces a context-oriented, dynamic approach that seamlessly integrates technology, processes, and people into the organizational framework. Drawing from organizational theory, it prioritizes both the formal and informal aspects of an organization's structure and culture, and emphasizes the emotional side of change. It provides practical guidance on using emotion concepts to facilitate change in a positive way, and covers key supporting technologies, communication strategies, and human resource considerations.

In addition to describing the approach, the book provides helpful tips on selecting the right consultants and embedding change know-how for future initiatives. It is an indispensable resource for anyone leading a change project or looking to improve their organization's ability to adapt. So why settle for a traditional approach when you can achieve meaningful change through a dynamic, context-oriented approach?

1. Dramatic change everywhere - Implications for Organizational Change Management.- 2. Organizational Theory as a Context for Dynamic Change Management.- 3. Theoretical and Practical Considerations on the Relevance and Usefulness of Emotions in the Context of Dynamic Change-Management.- 4. Strategic Management.- 5. Conceptual Developments in Change-Management and Organizational Culture.- 6. Case Study: The Digital Disruption of the Media Industry.- 7. Human Resources Management.- 8. Communication Management in Dynamic Change-Management.- 9. The Display Side of the Organization. 10. Conclusion.

Martin Kupiek works as an independent management consultant and Professor of Management. He holds a Master of Science in Economics and Social Sciences from the TU Dortmund in Germany, a Master of Business Administration from the University of Vermont, USA and a PhD in Management from the University of Innsbruck, Austria. He also belongs to the circle of Fulbright Alumni in Germany. He has published several books and chapter contributions in renowned publications. More than 30 years of professional experience as a consultant and manager enables him to provide consulting services in Organizational Change Management for large and international corporations. His research activities focus on emotions in organizations and their influence on employees and leaders.

Bettina Marcinkowski holds a Master of Arts (MA) in American Studies and Organizational Psychology from the Ludwig-Maximilians-University, Munich (Germany), and is an Adjunct Professor at the Kutaisi International University (Georgia). She received the ERASMUS scholarship for American Studies at the Université d`Orléans (France). Over the last 25 years, she gained extensive Human Resource Management experience in renowned globally operating companies in various industries such as pharmaceutical, chemical, ICT, construction, and transportation. She is a leader of diverse, international, and cross-functional HR teams and won several Employer Awards. Her current research projects in Human Resources Management are on diversity and inclusion, gender studies, employer branding, talent acquisition, retention, selection methodologies, leadership styles, and new ways of working.