نوع مقاله : مقاله پژوهشی

نویسندگان

1 دانشیار دانشکده مدیریت و حسابداری دانشگاه علامه طباطبائی.

2 دانشجوی دکتری بازرگانی گرایش رفتار سازمانی و منابع انسانی دانشگاه علامه طباطبائی.

چکیده

تغییر سازمانی همواره از مسائل پر چالش مدیران بوده است. شرکت‌هایی که نمی‌توانند با تغییرات همراه شوند نابود می‌شوند. کارمندان به‌عنوان یکی از عوامل موفقیت یا شکست پیاده‌سازی استراتژی مطرح بوده‌اند و لزوم همراه سازی کارمندان بر کسی پوشیده نیست. کارمندان بر مبنای نظام معنایی خود، پدیده‌ها و اتفاقات را تعبیر و تفسیر می‌کنند. معنا بخشیدن کارمندان به رویدادها از مسیر نظام معنایی آن‌ها عبور می‌کند و پاسخ آن‌ها به تغییر (مقاومت، پذیرش و دفاع) برگرفته از همین برداشت‌های اوست. فعالیت‌های گفتمانی رهبر در جهت‌دهی به این نظام­های معنایی نقش مهمی دارد. این مقاله با تأکید بر نقش روایت‌های رهبر در بیان ابهامات و فرآیند تغییر و نتیجه آن، سعی در فهم و مقایسه فرآیند تغییر نظام معنایی کارمندان با مدل تغییر لوین به‌عنوان یکی از مطرح‌ترین مدل‌های تغییر دارد. در پژوهش حاضر با تحلیل روایت و تحلیل مضمون، مضامین روایات شناسایی شده از متن فعالیت گفتمانی مدیر، با نگاه به تئوری لوین تحلیل و نشان داده شد که تغییر در نظام معنایی کارمندان هم از فرآیندی مشابه تئوری لوین پیروی کرده است.

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