Communication is the main instrument for people and organizations to connect to their dynamic environment of which they are inherently dependent for accomplishing their goals. Change and change management are made understood by analyzing how people actually communicate when they are confronted with new developments, including the effect of this communication in terms of the development of (self) organizing (sub) cultures. Research starts from the idea that people and organizations are continuously confronted with changes and developments that in most cases are not initiated by themselves.
- How do people construct realities via frames, stories and conversations?
- What are the discursive strategies people use to legitimize their arguments?
- What role do mechanisms play in the course of organizational conversations?
- What is the impact of selective perceptions and strategic framing, self-referentiality, one-dimensional listening, polarizing communication strategies and the influence of wider social networks?