To design effective organization change interventions, HRD professionals must first understand the history and culture of the organization. They must also understand how existing paradigms influence how employees define problems and design solutions, and the difference between employees’ espoused theories and theories-in-action. Can metaphors be used to analyze and describe cultures, to highlight employees’ paradigms, espoused theories, and theories-in-action? This chapter answers this question and illustrates the application of metaphor in organizational change using the case study of a university business school.

Basten (2001). The Role of Metaphors in (Re)Producing Organizational Culture. Advances in Developing Human Resources. Metaphor in Human Resource Development, 3, 3 (344-354).