“Organizations may try to change constantly; but, after a certain point in the structuration of an organizational field, the aggregate effect of individual change is to lessen the extent of diversity within the field.”
Source: "The iron cage revisited: Institutional isomorphism and collective rationality in organizational fields," 1983, p. 148
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Paul DiMaggio 12
American sociologist 1951Related quotes

Source: "The iron cage revisited: Institutional isomorphism and collective rationality in organizational fields," 1983, p. 148
Source: The contingency theory of organizations, 2001, p. 23.
Lex Donaldson, "The normal science of structural contingency theory." Studying Organizations: Theory and Method. Thousand Oaks, Calif: Sage (1999): 51-70.
Context: Within organization studies, contingency theory has provided a coherent paradigm for the analysis of the structure of organizations. The paradigm has constituted a framework in which research progressed leading to the construction of a scientific body of knowledge... Contingency theory states that there is no single organizational structure that is highly effective for all organizations. It sees the structure that is optimal as varying according to certain factors such as organizational strategy or size. Thus the optimal structure is contingent upon these factors which are termed the contingency factors. For example, a small-sized organization, one that has few employees, is optimally structured by a centralized structure in which decision-making authority is concentrated at the top of the hierarchy, whereas a large organization, one that has many employees, is optimally structured by a decentralized structure in which decision-making authority is dispersed down to lower levels of the hierarchy.
Michael T. Hannan and John Freeman. Organizational ecology. Harvard University Press, 1993; Abstract.
Michael T. Hannan and John H. Freeman. Organizational ecology. Harvard University Press, 1993; Abstract.
Eric Trist, "A concept of organizational ecology." Australian journal of management 2.2 (1977): 161-175. p. 161; abstract

Source: 1940s, Quasi-Stationary Social Equilibria and the Problem of Permanent Change, 1947, p. 39.
Jerry I. Porras and Peter J. Robertson (1992). "Organisational development: Theory, practice and research", in: M. Dunnette, L. Hough (Eds), Consulting Psychologist Press, Palo Alto, p. 723