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ASSIGNMENT INSTRUCTIONS:
PICK ONE
Option 1: As discussed in chapter 18 of the textbook, planned organizational change can follow either the evolutionary model or the revolutionary model of change. Discuss the main features of each model. When would a manager follow one model instead of the other? Which of these have you experienced?
Option 2: Based on the discussion of social change in the Week 8 Lesson and in the article by Rojas (2006), what are some of the ways social change happens? Provide a concrete example (can be based on your personal experience or an event that took place within the past 5 years) of how social change happened in an organization.
HOW TO WORK ON THIS ASSIGNMENT (EXAMPLE ESSAY / DRAFT)
Organizational change is essential for businesses to thrive in a constantly evolving market. According to chapter 18 of the textbook, two models of planned organizational change are the evolutionary and revolutionary models. Both models have distinct features and are applicable in different situations. In this essay, we will discuss the main characteristics of both models, when to follow each model, and personal experience with each model.
The evolutionary model is gradual, adaptive, and continuous. It involves incremental changes that are implemented over a long period. It is more suitable for organizations with stable environments, where the current systems work well, and improvements are needed. This model is less risky and has fewer disruptions to the current systems. The evolutionary model involves a collaborative approach, with employees being more involved in the decision-making process.
On the other hand, the revolutionary model is radical, disruptive, and transformative. It is a complete overhaul of the organization’s systems and processes. This model is best suited for organizations that need to make significant changes quickly. The revolutionary model is riskier and can have a considerable impact on the organization’s current systems, employees, and customers. It requires strong leadership and a top-down approach to ensure successful implementation.
The choice between the evolutionary and revolutionary models depends on the organization’s needs, goals, and external factors. In stable environments, the evolutionary model is ideal for continuous improvement, while the revolutionary model is best suited for organizations that require a complete transformation in a short period. Additionally, the leadership style, culture, and readiness for change can affect the choice of model.
In my personal experience, my organization has used both models in different situations. We used the evolutionary model when we needed to update our employee performance management system. The changes were incremental, and employees were involved in the process. The changes were successful, and employees were satisfied with the new system. On the other hand, we used the revolutionary model when we needed to implement a new enterprise resource planning (ERP) system. The changes were radical, and there was a considerable impact on the organization’s systems, employees, and customers. The implementation was successful, and the new system resulted in significant improvements in efficiency and customer satisfaction.
In conclusion, organizational change is necessary for businesses to remain competitive in the market. The choice between the evolutionary and revolutionary models of planned change depends on the organization’s needs, goals, and external factors. Each model has its benefits and drawbacks and can be successful in different situations. As a manager, it is essential to carefully evaluate the organization’s needs and choose the model that will result in the most successful outcome.
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