“Distribution of reaction to change What Mr. Koenigsaecker’s diagram suggests is that only a small percentage of people in the organization (the right tail of the curve) will welcome a change effort and actively participate.”

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Mike Rother11

American business academic 1958

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“How can we affect change in the world when only half of it is invited or feel welcome to participate in the conversation?”

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“All complex organizations use people to pursue their tasks, but people-changing organizations work not only with or through people but also on them. People constitute the raison d'etre of these organizations, and, and, as our label suggests, the desired product is a new or altered person. People-changing organizations can be contrasted with organizations that produce, distribute, or service inanimate objects or symbols. The latter may have important consequences for their members' statuses, role-orientations, identities, and personalities, but these alterations are usually incidental, personal, or instrumental. In people-changing organizations the alterations re the primary end. Conceived in this way, the term "people-changing" encompasses a broad variety of organizations, ranging from the monastery (which cleanses the soul while teaching the outward signs of grace) to Menninger's (which restructures the personality), and even to the House of Venus”

Charles Perrow (1925–2019) American sociologist

which reshapes buttocks and identity simultaneously
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“Mr. Babbage's illustration powerfully suggests that this ordinary procedure may be subordinate to a higher law which only permits it for a time, and in proper season interrupts and changes it.”

Robert Chambers (publisher, born 1802) book Vestiges of the Natural History of Creation

Source: Vestiges of the Natural History of Creation (1844), p. 212

“We don't have to engage in grand, heroic actions to participate in the process of change. Small acts, when multiplied by millions of people, can transform the world.”

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Arthur G. Bedeian (1946) American business theorist

Daniel A. Wren & Arthur G. Bedeian (1972: 11-12); as cited in: Le Texier, Thibault. "The first systematized uses of the term “management” in the eighteenth and nineteenth centuries." Journal of Management History 19.2 (2013): 189-224.

“Changing the world is like trying to straighten a dog's tail. However much you may try, you won't succeed. But although the tail won't straighten, if you keep trying every day, at least you will put on some muscle. Similarly, even though it is difficult to make a change, our effort to do so in itself brings positive results. It will help us change. Without waiting for others to change, if we change ourselves first, that will make a difference. Instead of worrying about results, focus on doing our best in what we are engaged in.”

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“Organizational forms — specific configurations of goals, boundaries, and activities — are the elements selected by environmental criteria, and change may occur either through new forms eliminating old ones or through the modification of existing forms. Environmental niches are distinct in combination of resources and other constraints that are sufficient to support organizational form. Organizational forms, then, are organized activity systems oriented toward exploiting the resources within a niche.
Selection pressures may favour or eliminate entire groups of organizations, such as industries, and the changing population distribution of organizations in a society reflects the operation of such selection pressures.”

Howard E. Aldrich (1943) American sociologist

Source: Organizations and Environments, 1979, p. 28

“How can we effect change in the world when only half of it is invited or feel welcome to participate in the conversation?
Men — I would like to take this opportunity to extend your formal invitation. Gender equality is your issue too.”

Emma Watson (1990) British actress and model

UN Speech on the HeForShe campaign (2014)
Context: In 1997, Hillary Clinton made a famous speech in Beijing about women’s rights. Sadly many of the things she wanted to change are still true today.
But what stood out for me the most was that less than 30 per cent of the audience were male. How can we effect change in the world when only half of it is invited or feel welcome to participate in the conversation?
Men — I would like to take this opportunity to extend your formal invitation. Gender equality is your issue too.

“Tektology is concerned only with activities, but activities are characterized by the fact that they produce changes. From this point of view it is out of the question to think about a simple and pure "preservation" of forms, one that would constitute a real absence of changes. Preservation is always only a result of immediately equilibrating each of the appearing changes by another opposing change; it Is a dynamic equilibrium of changes.”

Alexander Bogdanov (1873–1928) Physician, philosopher, writer

Source: Essays in tektology, 1980, p. 78

“Distribution of reaction to change What Mr. Koenigsaecker’s diagram suggests is that only a small percentage of people in the organization (the right tail of the curve) will welcome a change effort and actively participate.”

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Mike Rother11

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