Abstract
The adoption of Management Innovation in organizations is difficult to investigate. Controversies exist on the nature of Design thinking (DT), which can be used as a toolbox for managers, or as a theory of design practice. Based on a multi-case study, this article investigates the impacts brought by DT in organizations, in terms of new practices and roles played by designers. Referring to various definitions of DT and its relation to Design, this article proposes a framework articulating the objectives of DT as Management Innovation and its adoption. The results show two intertwined factors: the fit between the cultural, technical and political dimensions of the organization, and the profile of the change agent, designer or not.
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