با نهایت تاسف و تاثر درگذشت دکتر داور ونوس استاد برجسته گروه مدیریت بازرگانی دانشکده مدیریت دانشگاه تهران را به خانواده محترمشان و کلیه دانشگاهیان و دانش پژوهان تسلیت عرض می نماییم.
به همین مناسبت مجلس ختمی در روز شنبه مورخ 1/3/1389 ساعت 11 در دانشکده مدیریت دانشگاه تهران برگزار خواهد شد.
A third family, dialectical theories, is rooted in the assumption that the organization exists in a pluralistic world of colliding events, forces, or contradictory values that compete with each other for domination and control. These oppositions may be internal to an organization because it may have several conflicting goals or interest groups competing for priority. Oppositions may also arise external to the organization as it pursues directions that collide with those of others (see Burawoy and Skocpol, 1982).
Dialectical process theories explain stability and change by reference to the relative balance of power between opposing entities. Stability is produced through struggles and accommodations that maintain the status quo between oppositions. Change occurs when these opposing values, forces, or events gain sufficient power to confront and engage the status quo. The relative power of an opposing paradigm or antithesis may mobilize to a sufficient degree to challenge the current thesis or state of affairs and set the stage for producing a synthesis. More precisely, the status quo subscribing to a thesis (A) may be challenged by an opposing entity with an antithesis (Not-A), and the resolution of the conflict produces a synthesis (which is Not Not-A). Over time, this synthesis can become the new thesis as the dialectical process recycles and continues. By its very nature, the synthesis is something created new that is discontinuous with thesis and antithesis.
Creative syntheses to dialectical conflicts are not assured. Sometimes an opposition group mobilizes sufficient power to simply overthrow and replace the status quo, just as many organizational regimes persist by maintaining sufficient power to suppress and prevent the mobilization of opposition groups. In the bargaining and conflict resolution literature, the desired creative synthesis is one that represents a win-win solution, while either the maintenance of the status quo or its replacement with an antithesis are often treated as win-lose outcomes of a conflict engagement. In terms of organizational change, maintenance of the status quo represents stability, while its replacement with either the antithesis or the synthesis represents a change, for the better or worse.
Life Cycle Theory
Van de Ven and Poole (1995) observe that many management scholars have adopted the metaphor of organic growth as a heuristic device to explain changes in an organizational entity from its initiation to its termination. Witness, for example, often-used references to the life cycle of organizations, products, and ventures, as well as stages in the development of individual careers, groups, and organizations: startup births, adolescent growth, maturity, and decline or death.
Life cycle theory assumes that change is immanent; that is, the developing entity has within it an underlying form, logic, program, or code that regulates the process of change and moves the entity from a given point of departure toward a subsequent end that is already prefigured in the present state. What lies latent, rudimentary, or homogeneous in the embryo or primitive state becomes progressively more realized, mature, and differentiated. External environmental events and processes can influence how the immanent form expresses itself, but they are always mediated by the immanent logic, rules, or programs that govern development.
The typical progression of events in a life cycle model is a unitary sequence (it follows a single sequence of stages or phases), which is cumulative (characteristics acquired in earlier stages are retained in later stages) and conjunctive (the stages are related such that they derive from a common underlying process). This is because the trajectory to the final end-state is prefigured and requires a specific historical sequence of events. Each of these events contributes a certain piece to the final product, and they must occur in a certain order, because each piece sets the stage for the next. Each stage of development can be seen as a necessary precursor of succeeding stages.
Life cycle theories of organizations often explain development in terms of institutional rules or programs that require developmental activities to progress in a prescribed sequence. For example, a US legislative bill enacting state educational reform cannot be passed until it has been drafted and gone through the necessary House and Senate committees. Other life cycle theories rely on logical or natural properties of organizations. For example, Rogers' (1983) theory posits five stages of innovation - need recognition, research on the problem, development of an idea into useful form, commercialization, and diffusion and adoption. The order among these stages is necessitated both by logic and by the natural order of Western business practices.