Change management in an organization can be a very difficult task to assume. First you need to diagnose the change needed, set objectives, apply the strategy, measure the results and then re-adjust in consequence. In all those steps, you need to take into account the scope of the organization, the culture of the country, that of the organization, the state of mind of employees, etc.
All these factors make it more or less difficult for the change agents to apply a change. Therefore, when diagnosing the change needed, the organization must choose carefully every feature in order to be successful. One of the first steps in this task is therefore to choose whether you need a revolutionary or evolutionary change. To know what is best, I will discuss the advantages and disadvantages of these two types of strategic changes.
There exists four types of strategic changes depending on the scope of change : it can be either a realignment or a transformation and on the nature of change which can be incremental or "Big Bang". Both revolutionary and evolutionary are transformational changes but the nature of change is different: evolution is incremental whereas revolution is a "Big Bang".
[...] Change management: Discuss the advantages and disadvantages of evolutionary and revolutionary change Change management in an organization can be a very difficult task to assume. First you need to diagnose the change needed, set objectives, apply the strategy, measure the results and then re-adjust in consequence. In all those steps, you need to take into account the scope of the organization, the culture of the country, that of the organization, the state of mind of employees, etc. All these factors make it more or less difficult for the change agents to apply a change. [...]
[...] Another moment when revolutionary change is best is when the competitive and environmental pressure has failed to make the oraganization respond. It therefore needs a fundamental change, a revolution. Revolutionary change allows a fresh beginning, sometimes a second chance and sadly sometimes the last chance for organization. The type of change needed also depends on the type of organization. Indeed, if the firm is made as a learning organization, it will apply changes when the environment changes. This corresponds to the evolutionary changes. [...]
[...] A change as important that it transforms the paradigm can be traumatic and therefore, it is very interesting to adopt the evolutionary change methods. If people accept the change, they will collaborate and cooperate and the process will be a success because people in the organization are the most important resource so they need to be taken care of. With a revolutionary change, people do not have time to get used to change and to accept it. It is imposed, like a coercicion. [...]
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