Organizations are seen as adaptive organisms that strive towards equilibrium under ever

changing environmental conditions. Paradigm shift is metaphor originating from the systems
perspective resulting in many new directions. When we take a step back from the details and
look at the story from a high level perspective, we see how a new technology, the telegraph in
that case, introduced a paradigm shift in organizational design. The organization itself have to
change the way it is organized and operates. Forward thinking organizations seize this as an
opportunity to grow and expand. In recent years we are witnessing significant changes in the way
we work and communicate. There is a huge acceleration in technological innovation, which in
turn leads to change in culture, work habits, legislation, as well as in individual and
organizational behavior. Some of these changes represent revolutions that could, and possibly
should, foundationally change the ways that organizations are structured and how information
flows within them. In other contexts, representing the notion of a major change in a certain
thought-pattern a radical change in personal beliefs, complex systems or organizations,
replacing the former way of thinking or organizing with a radically different way of thinking or
organizing.
Organizations and individuals have problems with paradigm changes because they usually fail to
recognize which changes are passing fads, which are more of the same, and which changes
actually warrant a paradigm shift in organizational design. The other challenge involved is when
an organization or individual should make the change, since any significant change bears risks of
its own