Summary of History of Change Management

Organizations must continuously adapt to their environments by selecting change models that align with their structures and strategies—an imperative in an increasingly uncertain, complex world. Early change theories focused on structural adjustments, but over time attention has shifted to include organizational subsystems, human relations, and leadership. Foundational frameworks—such as organizational ecology, institutional theory, resource dependence, transaction cost, strategic choice, and contingency theories—underscore the need for firms to choose the right change approach for their context. Co‑evolution theory further suggests that integrating multiple perspectives and remaining flexible helps organizations navigate inevitable chaos and complexity.

The focus of organizational change research has evolved through distinct eras:

-   Pre‑WWII: Emphasis on structure.

-   Post‑WWII to Cold War: Rise of technology and human‑relations approaches.

-   1970s–2000: Attention shifted to change agents, resistance, leadership, and career development.

-   Post‑2000: Coping with rapid technological change became critical, with scholars examining change leadership, participation, leadership development programs, and resistance management.

-   After 2010: Research has expanded to include project‑management integration, digital simulation, and public‑sector change implementation.

Looking ahead, the literature suggests future inquiry will deepen around organizational learning and strategic human‑resource management—linking an organization’s vision and goals with its people—while drawing on co‑evolutionary insights to design more resilient, adaptive change processes.