Today’s challenge is learning about how to live with the change instead of planning for it and the critical point that causes the organizational change programs to fail is the lack of integrated conceptual model. To face this issue, the article has a literature review to develop a holographic model. In this model. Content analysis has been used in this article. Theresult was a holographic model. In this model, change happens in two dimensions: individual-organizational and internal-external. These dimensions made four quarters of succession in implementing the change. It has to start from individual-internal quarter but to meet this, it is necessary to change individual learning and the first step of learning is unlearning. Unlearning is forgetting what you have learned. Succession in this process depends on four things: content, context, process and differences between people and how to move thought to the transition phase.
Kordnaeij, A., Taheri, F., & Niakan Lahiji, N. (2010). The Holographic Nature of Change in Information Era Organization. Organizational Culture Management, 8(21), 63-85.
MLA
Asadollah Kordnaeij; Fateme Taheri; Nazila Niakan Lahiji. "The Holographic Nature of Change in Information Era Organization", Organizational Culture Management, 8, 21, 2010, 63-85.
HARVARD
Kordnaeij, A., Taheri, F., Niakan Lahiji, N. (2010). 'The Holographic Nature of Change in Information Era Organization', Organizational Culture Management, 8(21), pp. 63-85.
VANCOUVER
Kordnaeij, A., Taheri, F., Niakan Lahiji, N. The Holographic Nature of Change in Information Era Organization. Organizational Culture Management, 2010; 8(21): 63-85.
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