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The only constant thing in the world we are living in today is change. Change is inevitable and for survival we have to cope with it. Any new way of doing things generates some resistance by the people affected. The 21st century is dominated by technological improvements and these technologies can generate fear and resistance by employees. Change is an alteration in people, structure and technology. It is an alteration in the way things are done for improved organisational performance. This unit will define change management, explain the need of change, forces of change, nature of change and types of change.
The internal environment
  • Types of Change

There are a number of ways in which change can be categorised, most are related to the extent of the change and whether it is seen as organic (often characterised as bottom-up) or driven (top-down).

  • Ackerman (1997) has distinguished between three types of change:
  • Developmental – May be either planned or emergent; it is first order, or incremental. It is change that enhances or corrects existing aspects of an organisation, often focusing on the improvement of a skill or process
  • Transitional – Seeks to achieve a known desired state that is different from the existing one. It is episodic, planned and second order, or radical. Much of the organisational change literature is based on this type
  • Transformational – Is radical or second order in nature. It requires a shift in assumptions made by the organisation and its members. Transformation can result in an organisation that differs significantly in terms of structure, processes, culture and strategy. It may, therefore, result in the creation of an organisation that operates in developmental mode – one that continuously learns, adapts and improves.
Unit 1-5 Managing Change and Innovation.docx
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