As we consider change and development in organizations, it is necessary to remember that without change, an organization will not stay competitive in a marketplace and industry.
Organizational change and development is necessary for organizations to move forward and frequently to survive in a contemporary global environment. By understanding how to create change initiatives, how to manage and communicate with your employees and stakeholders, and how to sustain change, you will help your organization to succeed and perhaps to survive.
In this video, AG Lafley (Former CEO of Proctor and Gamble) defines the three types of change within an organization.
Lafley identifies these three types of change:
Crisis Driven Change- the kind of change we most want to avoid (i.e. financial collapse)
Reactive Change- this may be necessary, but never sufficient- may lead to surviving, but rarely leads to leadership (i.e. meeting a competitor’s price)
Anticipatory Change- it demands that we move beyond what may be working today. It demands that we look at not only how the world is changing but how we must change within 3-5 years from now. This type of change involves leadership – visionary change.
Main Post Instructions
For this discussion, we will consider how each type of change (Crisis Driven, Reactive, and Anticipatory) affects organizational strategy.
Select one type of change (Crisis Driven, Reactive, and Anticipatory) to research. You must find an example of how an organization went through this type of change. You may use the Internet, news articles, and books. You may also use personal experience in the workplace. Use a minimum of two resources and cite these resources in your post.
Include the following information about your example:
Specific example of the type of change.
Explanation of why your example defines the type of change.
How the change impacted the organization
The outcome of the change
Was there a follow up after the change? If so, explain.
Explain what you would do differently if you were the leader or change agent of the group/organization.
How does your research about this example transform your thought process on change?
How does this type of change affect organizational strategy? Explain.
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