Comprehensive Summary of Sonenshein (2010) on Strategic Change Narratives PDF
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Uploaded by MatsoeMats
Rijksuniversiteit Groningen
2010
AI PDF GPT
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Summary
This summary of Sonenshein (2010) examines the importance of narratives within strategic change. It explores how managers use different narrative types (progressive, regressive, stability) to shape employee perceptions of change. The report also explains sensemaking, sensegiving and the unfreezing, moving, and refreezing process. Finally it provides practical applications and conclusions.
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Comprehensive Summary of Sonenshein (2010) on Strategic Change Narratives Author : AI PDF GPT Date : 2024-09-30 Introduction This report provides a detailed and comprehensive summary of the document 'We’re Changing—Or Are We? Untangling the Role of...
Comprehensive Summary of Sonenshein (2010) on Strategic Change Narratives Author : AI PDF GPT Date : 2024-09-30 Introduction This report provides a detailed and comprehensive summary of the document 'We’re Changing—Or Are We? Untangling the Role of Progressive, Regressive, and Stability Narratives During Strategic Change Implementation' by Scott Sonenshein (2010). The summary includes key concepts, frameworks, and theories essential for understanding the role of narratives in strategic change. Key Concepts and Definitions 1. Strategic Change and Narrative Construction: Managers use progressive, regressive, and stability narratives to shape employees’ perceptions of change. 2. Narrative and Sensemaking Frameworks: Sensemaking is how individuals interpret their environment, while sensegiving is how managers influence this interpretation during change. 3. Unfreezing, Moving, and Refreezing: Managers use narratives to break down old meaning systems and solidify new meanings within the organization. Key Frameworks and Theories 1. Types of Narratives: Progressive narratives focus on improvement, regressive narratives emphasize decline or resistance, and stability narratives preserve continuity during change. 2. Interwoven Narratives: Managers balance different narratives to help employees make sense of change while maintaining a sense of stability. 3. Ambiguity in Managerial Narratives: Strategic ambiguity allows for multiple interpretations, making the change process more adaptable to employee needs. Research Findings 1. Managerial and Employee Narratives: Managers and employees construct narratives differently, leading to a dynamic interplay that influences the success of change initiatives. 2. Dynamic Interplay: Progressive, regressive, and stability narratives interact, reflecting ongoing negotiations during change implementation. 3. Temporal Context: The timing of change impacts the dominance of progressive or regressive narratives. Strategic Insights 1. Role of Narratives: Managers must carefully craft narratives to balance change with continuity, using strategic ambiguity to engage employees. 2. Using Resistance: Regressive narratives offer insights into employee resistance and should be engaged with constructively to improve change processes. 3. Multi-Authored Narratives: Change is co-created by both managers and employees, making the sensemaking process dynamic and inclusive. Practical Applications 1. Balancing Change and Continuity: Managers should create narratives that highlight both the need for change and the preservation of key organizational elements. 2. Incorporating Employee Narratives: Managers should listen to employee stories and integrate their concerns into the broader change narrative. Conclusion Sonenshein (2010) demonstrates the importance of narratives in shaping the success of strategic change. By using a balanced approach that includes progressive, regressive, and stability narratives, managers can guide employees through complex change processes and increase the likelihood of successful implementation.
