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Learning Objectives On completion of this chapter you should be able to: • Understand the distinction between first-order and second-order change. • Outline alternative concepts of change. • Identify a range of common changes that confront organizations such as downsizing, introducing new technologies, and mergers and acquisitions. • Be familiar with a variety of issues that emerge at the “front line” for those charged with managing these changes. • Appraise your ability to engage with such changes in the future. Some commentators suggest that, whereas organizational change prior to the mid-late twentieth century was likely to be incremental and infrequent, by the latter part of the century such change was likely to be significant and traumatic. 1 A study by Meyer, Brooks, and Goes 2 provides support to this position. Their study showed how changes in hospitals in the 1960s were evolutionary and related to a stable environment. During the 1970s and 1980s, the environment changed with mounting concern about health-care costs, which led to revolutionary strategic and structural changes in health-care corporations. Other commentators take a different line, arguing that radical or discontinuous change is not new to the current period but is something that occurred between 1900 and 1950. 3 More generally, others suggest that too much attention has focused solely on large-scale transformational change without appropriate acknowledgment of the role of other changes in maintaining organizational survival… Click the button below to get a SPEEDY custom-written paper.
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