Describe the types of change in an organization

1.Planned Change: - This is a conscious and deliberate attempt to manage events so that the outcome is redirected by design to some pre-determined end.
Planned change takes into account several factors such as:-
-A full understanding of the reasons for the change
-Comprehensive knowledge of the environmental constraints operating within and around an organization.
-Planned change is focused e.g. the task, that is the goals, the objectives, and activities are clear, structure of the change is clear e.g. communication channels and role definitions, non-human resources e.g. finances, machines are in place; and people (personnel) involved in the change are well prepared.
2.Spontaneous Change: - This kind of change emerges in a short time frame as a result of natural circumstances and random occurrences.
-No deliberate attempt is made to bring about change e.g. a principal dies in a road accident – a new principal is appointed or the school roof has been blown by wind changes must be adopted in order to cope with the situation.

3.Evolutionary Change: - This type of change refers to the long range cumulative consequences of major and minor alterations in an organization.
-This kind of change is associated with the idea that organizations evolve through time, people, conditions and events.
-According to Gatzels (1973) social organizations can experience three types of change:

i. Enforced Change: - This type of change occurs when the cultural dimensions outside the organizations brings external pressures on the system to which it must respond e.g. the local MP may force change in a school.
- The mechanism for change in this case is accommodation.
ii. Expedient Change: - This is a change that comes about within the organization in order to counter pressures of proposed change.
-Changes are introduced in the organization in order to avoid change.
-The mechanism for change here is reaction.
iii. Essential Change: - This is change derived from the ability and interest of individuals within the organization.
-Results in self-actualization and creative transformation of the organization. It is based on commitment of individuals.
-The mechanism for change in this case is voluntarism.
Most changes in social organizations include a combination of some of the above types.

or

1 Strategic Change
Strategic change is the implementation of new strategies that involve substantive changes
beyond the normal routines of the organisation. Strategic change is one that involves
fundamental changes in the business of the organization and its future direction.
Successful strategic change is built on an overall strategic management system of the
organization. It should be seen in terms of having a place in the wider strategic
management of organization.
The transforming of the organization so it is aligned with the execution of a chosen
corporate business strategy. Organizations have to change to align themselves to changes
in their environments. Purpose of strategic change is to ensure that organization is
heading in the right direction (effectiveness). Key pre-occupation is anticipation.

Strategic management; involves decisions that determines the direction of organization
and its future performance. Redirecting or to its specific future.
The goal of such a change is to build and maintain sustainable competitive advantage and
to create shareholder value. According to a McKinsey Survey on Change Management
(2006), strategic change occurs due to the following strategic factors
- Moving from good performance to great performance
- Completing or integrating a merger
- Turning around a crisis situation
- Catching up to rival companies
- Splitting or divesting part of the organization
- Preparing for privatization or market liberalization

2 Operational change
Operational change on the other hand is the type of change aimed at ensuring that the
organizational activities are being performed in the best way possible? The Focus is on
excellence in whatever the organization does. Purpose of operational changes is to ensure
the organization is efficient.

3 Incremental change
Incremental change is the most frequent type of change in most organisations and is often
initiated by employees who are directly involved with the organisational processes and
customers. They may introduce it themselves or it may be introduced after discussions
with managers. Incremental change does not alter underlying organisational cultural
beliefs or values because it is about doing things a little differently and the cause of it is
easily seen by everybody.

4 Transformational change
Transformational change is associated with strategic leadership, so it is a top-down
process initiated by senior managers. It may be possible to look back on a series of
incremental changes to see that together they constitute a transformational change.
Whether it is incremental or transformational, strategic change is concerned with changes
which are necessary to maintain the link between the organisation and its environment so
that it remains competitive and able to meet the needs of its customers. Transformational
change does involve change in organisational cultural assumptions because it is about
doing different things or doing things very differently, and the cause of the change is not
very clear to everyone.

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Titany answered the question on August 20, 2021 at 06:28