My thesis is ”how can continuous change be analysed dialectically?”. This thesis is interesting because of the paradoxical nature of organisation and change. With a phenomenological ontology and epistemology in mind, I discuss the relation between organisation and change and how these constitute organisational change, I analyse which types of change are present in the current literature, how they relate to one another and how these different types of changes are usually investigated. Most importantly, I propose a new dialectical theory of continuous change, by combining the phenomenological dialectics with trialectics and discourse theory. The most important results of this dialectic theory are, that episodic change is a construction of the mind to control the continuous change revolving around us, that dialectics can explain the cause of need for change by looking at the interpretations of the members within the organisation, which causes attraction and conflict reactions as the organizational members sensemaking is happening in different directions because of the interactions and surroundings they are involved in. Another important implication is the presentation of a duality, which does not get much attention in the current literature, which is the duality between consciously and unconsciously change. This duality revolves around, if the subject observes a given change happening or not. This can be important regarding the attraction/conflict reactions and thereby the cause of both episodic and continuous change.