THE IMPORTANCE OF POSTMODERN EPISTEMOLOGY IN ORGANIZATONAL CHANGE ASSESSMENT

As an expected result of cognitive differences of employees, organizational change is a phenomenon that cannot be defined within precise boundaries since it involves the abstract and concrete constituents. The existing classifications and models in the literature are often known to represent several businesses and to be generalizable. Contrary to this generalist view of the modern approach, questioning the power of representation of generalizable models, the postmodern approach suggests that reality is multilayered. From this perspective, this study examines how organizational change can be evaluated and interpreted via postmodern epistemology, and accordingly suggests a different perspective on organizational change studies.