The number of frequently distressing and important changes in organizations has grown considerably during last two decades. The specialist Jeffrey M. Hiatt explains this in the following way. He says that thirty years ago there were maximum two enterprise-wide change initiatives, and now we see that this number is approximately between 20 and 25. This growth depends on the considerable speed of global, technological and economic development. Everything that is listed makes change an inevitable element which is in the organizational life. As for this change, it is a persistent, permanent and pervasive condition for any organization.
As for this change in organizations, it means different things and strategic renewal which comes in different forms. These forms can be really too different and have any similar features at all, but at the same time, all of them influence the organization. There are lots of studies which prove this mind, and there are some specialists who think that this change doesn’t influence the organization from the positive point of view. Nevertheless, it takes places in the reality and we can’t ignore this.
Organizational change consists of some concepts. They are divided into two groups. The first one is first-order – continuous and incremental change. The second group is called second-order and it includes discontinuous and revolutionary or transformational change.
Now let’s discuss the first-order change. It is incremental change that includes different modifications in the structures, processes and systems. By the way, this change doesn’t involve the basic change in the corporate identity, strategy or core values. As for the first-order changes, they develop and preserve the organizations. Mainly these changes are used for creating and sustaining the organizational continuity and order.
As for the second-order change, it is the discontinuous one which is described as the extreme, transformational and substantially alters the certain organization and its core. It is said that this second-order change doesn’t involve the change of development. It rather entails the transforming the makeup of the certain organization. By the way, it is according to data which were published in 2009. Of course, it is also said that Tushman and Nadler developed such distinction which involves discontinuous and incremental change.
The number of frequently distressing and important changes in organizations has grown considerably during last two decades. The specialist Jeffrey M. Hiatt explains this in the following way. He says that thirty years ago there were maximum two enterprise-wide change initiatives, and now we see that this number is approximately between 20 and 25.