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Knowledge is nowadays considered to be the main source of competitiveness in many companies. Knowledge may also be the facilitator of organizational change, and thereby, contribute indirectly to the competitiveness. Organizational change is, however, a broad concept and it is examined from many perspectives in multiple disciplines. Therefore, the aim of this theoretical paper is to analyze and categorize concepts, theories and models of organizational change. This paper also provides some preliminary views of what is the role of knowledge for changes in organizations. Based on a literature review, change is categorized based on the theory (selection, adaptation, or coevolution), intentionality (planned or emergent), and the type or magnitude of change. Knowledge forms and processes are proposed to be seen as a facilitator of incremental and radical changes.