Several authors have conceptualized change as a planned, sequential Essay

Several authors know conceptualized compound as a planned, sequential process. What are the strengths and the limitations of these - Essay ExampleTechnology has made it inf whollyible for compositions to embrace form a great deal. The planned and sequential change has its own strengths and limitations. Types of organizational change Irgens, E. J., 2009. Institutional Bridging Change pick ups as Creators and Carriers of Knowledge. Knowledge Management Research & Practice, 7(2), pp.162-171 According to Irgens (2009, p.168), there are discordant types of change that can occur in an organization. There is the mission change, which occurs when an organization changes its goals. This is driven by the grocery store trends and the current technological advancements. The strategic changes mainly focus on the fundamental key issues of the strategic grooming of the organization. Operational changes may also occur and they result into a transition of the manner in which organizational tasks and operations are carried out. This type of change also includes structural changes. Technological change is another exact aspect in some(prenominal) organization. It includes the change of the technological infrastructure, such as the software, hardware, other technological resources including the personnel and anything related to technology. Furthermore, the change in organizational culture is a significant element in any organization. ... International Journal of Operations & Production Management, 23 (5/6), p. 546. According to Bamford & Forrester (2003, p.546), by carrying out change in a sequential and planned process, the following benefits can be obtained. First and foremost, it leads to an legal communication which ensures that all the s agreeholders and the departments in an organization are effectively informed of the reasons for change and why it is important for them as individuals and the organization at large. This leads to a successful implementation of th e changes that are to be conducted whether operational, strategic, cultural, and technological among others. The models also ensure that effective education, training, and upgrading schemes are devised. This is very important especially when the process is effectively and efficiently planned as it makes the rung ready and prepared to take up the change. With the necessary training and development of skills among all the stakeholders, readiness to take up the process is cultivated among them. Moreover, when the change is conducted in a planned and sequential manner, the resistance from employees is countered. If this change is abrupt, it is certain that there would be a lot of resistance coming from employees. Its sequential and planned sexual climax alleviates the organization from this dilemma. Besides, it alleviates fears that come with it. Quite often, change is associated with fear. People want to remain the way they are. They are glad and contented as they are. Abrupt changes can mean substantial amount of fear in an organization. As such, conducting it in a planned and sequential manner is welcome and highly appropriate for any organization. Pavlak, A., 2004. Project Troubleshooting Tiger Teams for Reactive Risk