Liminality Analysis

Liminality can be defined as being in a state of transition. This transition can be in the form of time and or space. In organizations, liminality can be termed as a process of changing the function, size, structure, and hierarchy from one state to another. Science and technological advancement have rendered the operations and working environments within many organizations obsolete within a short period. These changes require organizations to adjust rapidly to these changes in order to remain competitive in the market; moreover, this has rendered liminality a normal occurrence in current organizational setups. In addition, these changes can be viewed as an opportunity that provides freedom and efficiency to individuals and organization

However, this technological advancement makes the organization transit with a lot of uncertainty and insecurity. This is because these changes require the organizations to respond to a number of challenges in order to adapt new changes flexibly and at the same time maintaining the identity, goal, and integrity of the organization (Sturdy, Schwarz and Spicer, 2006). In addition, the uncertainty and insecurity can be attributed to the fact that the changes are triggered by different factors that affect different internal and external operations, thus, transition can take different forms and patterns. However, the continued changes in an organization create a constant mentality and a sense of familiarity in employees of an organization. This enables an organization to view transition as an opportunity and room for development and innovation. Thus, liminal enables restructuring, expansion, and change in different aspects of an organization; this is achieved through the acceptance of transition and change that enables development of new

This can affect the performance of the employees, which can cause instability within the organization. The rapid and massive changes in the organizations structure can create a sense of insecurity in the employees; this can also affect the behaviour of employees and change their working routine. Changes in behaviour of employees can affect the productivity of the organization in ways that can either affect its goals and objective or enable the organization achieve the same goals and objectives with ease. Thus, it is up to the organization to come up with a long-term plan to ensure sustainability of the organization. In addition, the plan should be coupled with short-term experimental learning that will familiarize the employees with the anticipated changes within the organization. However, it is important to note that the organization should not come up with plans that try to fix early measures of change. The organizations plan should be modelled around co-evolutionary dynamics that drive changes within the organization, moreover, this plans should be flexible in that they can be altered with to nurture and facilitate practices and innovations that can transform and enable sustainable development within the organization thorough new ways of organizing, thinking, and