Abstract

This article proposes a model of organizational change by describing change as a discursive process, sparked by a conflict in an organization's narratives and images. As such, change is the process of realigning an organization's discordant narratives and images. Several implications that the model has for organizational communication and for the study of organizational change are presented.

Journal
Journal of Business and Technical Communication
Published
1998-04-01
DOI
10.1177/1050651998012002003
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Cited by in this index (1)

  1. Journal of Business and Technical Communication

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