Document Type : Research Paper
Authors
1 Master's Student, Department of Public Administration, Allameh Tabataba'i University Tehran, Iran
2 Master's Student, Department of Public Administration, Tehran University Tehran, Iran
3 Associate Professor, Department of Industrial Management, Allameh Tabataba’i University Tehran, Iran
Abstract
Organizational transformation has long been a central concern in management studies, and over past decades numerous models have been proposed to facilitate this process. Despite such efforts, critical questions remain regarding the effectiveness, comprehensiveness, and contextual relevance of these frameworks in today’s turbulent and complex environments. This study adopts a systematic review approach, based on a structured search of reputable academic databases, to identify and critically analyze a set of widely cited organizational transformation models. The review reveals that while many models exhibit strengths such as conceptual clarity and practical applicability, they simultaneously suffer from notable shortcomings. In particular, they often lack flexibility, holistic integration, and the ability to adapt to rapidly changing organizational conditions. Overall, the findings suggest that no single model adequately addresses all dimensions of organizational transformation. Most frameworks emphasize either structural or behavioral aspects, but rarely both in balance. Consequently, the study highlights the necessity of developing more comprehensive, multidimensional, and dynamic models that effectively integrate structural, cultural, technological, and human factors to ensure sustainable organizational transformation.
Keywords
- 'Organizational Transformation'
- 'Organizational Transformation Models'
- 'Critical Analysis'
- 'Systematic Review'
Main Subjects
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