20 Conclusion:
kinnarishetty
Organizational change is a multifaceted process that defies simple categorisation or a one-size-fits-all approach. Shew’s analysis of change models provides a foundational lexicon for understanding the structural elements of organizational transformation. When interlaced with Costanza-Chock’s focus on advocacy and policy development, these models gain an additional dimension, promoting change that is not only structural but intrinsically social and ethical.
The synergy between these paradigms becomes the crucible for enduring change, fostering organizations that are not just efficient and adaptive but also equitable and just. A commitment to perpetual learning, keen attention to the undercurrents of organizational culture, and a dedication to embodying the advocacy-led policy recommendations are the hallmarks of a progressive organization poised for sustainable success in a world that demands both adaptability and principled action.
In the grand schema of organizational evolution, it is this harmonious amalgamation of structure, culture, and policy that will propel organizations to thrive amidst the undulations of the twenty-first century.