According to Graeber’s bureaucratic procedures “are invariably ways of managing social situations that are already stupid because they are founded on structural violence.” But what Graeber means by structural violence is a system “that ultimately rests on the threat of force,” whether police officers, drill sergeants, tax auditors, or all the other agents who support a system that spies, cajoles and threatens. David Graeber’s essay “On the phenomenology of giant puppets: Broken windows, imaginary jars of urine, and the cosmological role of police in American culture” (2007) is a groundbreaking yet unappreciated essay that re-evaluates theories of police. The central question animating Graeber’s “interpretative” essay is: why do cops hate activist puppeteers? Graeber’s “tenuous” answer is that police are a form of structural violence and that their power is derived from their cosmological or imagined status.
costly antipollution activities (Alkaya & Hepaktan, 2003). Only there is a one-way path for change momentum between ‘forward’ and ‘backward’ in modern business environment. An Organization change is occurring as a result of an ever-changing environment or as a response to a modern scenario (Pryor, et al., 2008).
In a 2007 research involving 28 organizations, J.S. Oakland and S.J. Tanner found that “successful change focuses on both strategic and operational issues”. The research identified external drivers to be customer requirement, demand from other stakeholders, governments’ regulatory demands, market competition, and shareholders.
The systems perspective of change is an approach that views organizations as a collection of interrelated and interdependent units or entities that work together, implying that change must be holistic, dealing with the range of organizational sub-systems with awareness that change in one will affect the others (Graetz, et al., 2011).
Without challenges in every field, there is no change. And most importantly changes can make many challenges in the world. Similarly, organizational change occurs, when an organization changes it differently for the betterment. For an organization to develop, it must undergo significant change at various points in the development. Some managers are very good at putting their effort, while others continually struggle and fail.
There are many models that can be used for successful organizational change. Winners respond to the pace and complexity of change. They adapt, learn and act quickly. Losers try to control and master change in the environment. It is important for organizational leaders to identify and use a model for transformation that will help their organizations survive and flourish in the next century and beyond. Therefore, change will absolutely be the unique opportunity to step forward, and it seems not the matter of
