I may have imagined this, but I vaguely recall there being a theory that organizational change, simply for the sake of change, could be beneficial.
Obviously, there are costs involved with any change, but the theory went something like this:
- Your current structure optimizes for a certain objective, and creates encourages certain ties in the organizational network
- Over time, this objective gets “mined”, and the ties have become formed
- Continuing this structure does not have any inherent value, as most of the behaviours have now been entrenched
- A new structure may help to solve for gaps that emerged from “overoptimizing” on the previous objective (e.g. if you were functionally organized, you may have had gaps in cross-functional coordination), and will also encourage new ties. The important/key old processes and ties presumably remain intact.
Does this theory have a “name”, or are there related theories/evidence that might be useful in assessing the merits of this kind of hypothesis?