Middle Managements’ Role in Political Nature of Change 1500w

The top management has all the authorities in an organisation but this is not the case when it comes to organisational change policies and it affects their whole vision about it. The political nature of organisational structure makes the idea of change uncertain and difficult to implement. For the knowledge management the networks are often used as mechanism for to gain the required information and are used for political nature of change. The idea behind the formation of these networks is to use them politically for the change process. Hislop et al. (2019) agree with the fact there is a relation between these political networks and knowledge because of the need of appropriate knowledge is needed to form and use these network.

This study shows that due to political nature of change it is vital for middle management to gain knowledge through these networks inside as well as the outside of firm to make a ground for the change acceptance.

Organisational Change and Other Drivers

There are few other drivers of change that are worth looking at in the literature including the organisational innovation, organisational citizenship and ambidexterity. These change drivers have important link with middle managements’ role in corporate entrepreneurial activities and CE process too.

The Importance of Organisational Improvisation

Organisational improvisational is another issue considered important in the reviewed literature that is connected directly with the change implementation in organisations. Different approach was adopted by the Ryle (1979) who described the process of improvisation as thought refining and most of things happen during this process are unique, hard to predict and probably might not get repeated in future. But this process is seen as an outcome from failure of first approach and is a product by accident described by Lebourne (2019).

The literature from last two decades considered is another feature of organisational activities that contribute towards the change process of an organisation (Lewin, 2018). Thus the idea of