How did Philip Selznick explain why organizational structures can resist change?

Philip Selznick, a central figure in institutionalism, explained that organizational structures resist change because they become "infused with value beyond the technical requirements at hand."1

In his study of the Tennessee Valley Authority, Selznick observed that an organization's internal processes and structures often acquire new meanings that are entirely unrelated to their original purpose. As these structures become "institutionalized," they are no longer viewed merely as functional tools for achieving specific goals; instead, they become deeply embedded with social or symbolic significance. Because these elements are tied to the organization's identity and value system, they become resistant to modification, even when they no longer serve the technical needs for which they were initially adopted.1