Discursive contexts and change. Studies of organizational
discourse and change demonstrate
how the negotiation of meaning surrounding
any particular change incident unfolds not as a
rational systematic process but rather through
the complex interplay of both socially and
historically produced texts that are continuously
unfolding in a non-systematic, iterative and recursive manner (Hardy, 2001). These types of
studies challenge the more sequential, linear
models of change associated with Classical OD
while being more attuned to the thinking that
underlies some of the New OD approaches and
practices.