Crisis Management, Change Management, and Innovation Management

Abstract

Dopson and Neumann (1998) have perceived change as a necessary evil for survival in the context of uncertainty. Successful change management can help to avoid crises. Crisis management is needed if change management efforts fail. A crisis could be taken as the first step in the organizational change management process: “establishing the need for change” according to Galpin (1996). At the same time crisis-driven changes tend not to last (Murray and Richardson, 2002). The research question here is how to make such changes last and avoid future crises.