This thesis touches on the relevance of looking at habits as a very important aspect, when discussing organizational changes. Much literature on organizational changes focus on burning platforms and motivation as drivers for changes, overlooking the importance of addressing habits. I give examples of different kinds of habits, how we as managers can see and understand their functional being in the workplace, and how we can work with habits as part of organizational changes. This thesis raises awareness to the consequences of lack of organizational routines, as an important aspect for the employees in legitimizing their behavior and their professionalism. Another important aspect is to recognize the context as an important driver for behavior, hence we need to consider context in a much larger way than we have done previously, when discussing organizational changes. Knowledge and willpower are not strong indicators for behavioral changes, context is.
|Educations||Master of Public Governance, (Executive Master Programme) Final Thesis|
|Number of pages||109|