Abstract
A comparative case study approach is used to study change implementation in two factories of an organization. An initial model links organizational factors (content of change) with the process of change at an individual level. The study focuses upon change in work routines at the operating level as an indicator of change implementation. The study reveals the primacy of trust during change. Change implementation has two phases – goal acceptance and change implementation. Goal acceptance is influenced by institution-based trust, whereas implementation, characterized by improvisation in work routines, is influenced by trust in the immediate superior and subordinates. The individual initiative motors the change, reflected in the reconstruction of self-identity of the individual in the changed context. The exploratory study developed insights into potential causal relationships for future research
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