Drastic Action and Evolutionary Adaptation

Running head: DRASTIC ACTION AND EVOLUTIONARY ADAPTATION
Task 2: Drastic Action and Evolutionary Adaptation
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1DRASTIC ACTION AND EVOLUTIONARY ADAPTATION
2.1 Introduction
Williams (2018) mentioned that the organizational change is defined as changes
within the organizational processes, culture as well as technologies. The organization changes
are occurred for separate period of time. Hayes (2018) discussed that change management
plan is a tool focused on how the project team as well as people are being affected by the
transition. Increase in innovation of the technology within the business can increase in
competition as it becomes compulsory for the organization to make possible project changes.
Change management helps in assessing as well as understanding requirements and impact of
organization change. It also manages diverse cost of the changes with reduction of time
needed to implement possible changes.
2.2 Drastic Action and Evolutionary Adaption Change
Change Management Plan
According to Vlados, Deniozos and Chatzinikolaou (2018), the change management
plan helps the business organization to be competitive in the market as it can affect both
employees as well as operational departments directly. The change in the organization is
categorized as two types- one is transformation throughout drastic action and throughout
evolutionary adaption. In this business case, the change is being forced by the senior
management. Williams (2018) stated that the organization is developing its capabilities to
anticipate organizational changes by looking at future growth. The essay is based on develop
an organizational change plan results in organizational development. The project team is
contained of four team members those are performing the responsibilities of organizational
change plan. The first team performed purpose, goals and objectives for strategic
requirements of the organization (Ivanova and Persson 2017). Second team member is
responsible to identify the key stakeholders and organizational climate required for

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implementation plan. The third team is responsible to plan for implementation changes and
communication plan. Fourth team member is responsible to perform the cost benefit analysis
and training plan.
Drastic Action Change
Transformation changes is done through drastic action where the organiational
changes are done through gradual processes such that it can reach its expected change stage.
The changes are made by providing responses to influence of external environmental as well
as internal environment so that changes can meet with organizational goals. Turner (2019)
mentioned that the drastic change is discontinuous changes and deal with the organization at
top management. In this situation, changes should occur quickly and it can cause difficulties
for the organization. It is an immediate process along with forced to the organization in face
of significant events (Uhl and Gollenia 2016). Introduction of advanced technology upgrade
is a type of drastic change. It requires a shift in assumptions created by management and
employees.
Evolutionary Adaption Change
Hayes (2018) stated that evolutionary adaption is a step by step changes and
decentralization. It is the incremental changes takes place within the business organization
over the time. Slow and gradual changes are taken place to make sure that the organization
can gain a competitive position in the organization. Cameron and Green (2019) argued that it
is happened when new strategic directions come in eyes of the management because of
unpredictable things occurred in the business environment. It is a slow process and also
incremental while the entire results should create a change in the business organization
(Ivanova and Persson 2017). The pace is slow as well as involved the individuals to make
sure of less disturbance.

3DRASTIC ACTION AND EVOLUTIONARY ADAPTATION

4DRASTIC ACTION AND EVOLUTIONARY ADAPTATION
Discussion on two change methods effect organizational change planning
As leaders of changes in the business organization, it provides direction as well as
help the organization to understand nature of changes. The two change approaches such as
drastic action and evolutionary adaption change encourage ABC Pty Ltd. to have culture of
changes oriented them towards a future growth. As per the organization, they make changes
by upgrading to technology for distribution of their body care products and reviewing staff
competencies. Upgrade to advanced technology can affected the distribution channel of the
organization by integrating flow of the information between sales and logistics (Staal 2019).
It improves flexibility as well as balance of their product demand along with inventory levels.
Drastic change in technology can lead to maximize distribution efficiencies of the
organization. Therefore, the new technological advancement in the sales and production helps
to meet with customer’s demands.
Planning and execution of an effective communication strategy helps in managing the
project changes so that changes are communicated within the business employees.
Communication is required among the employees to all levels to ensure that values, ethical
principles, mission in addition vision of the company are communicated. Communication
will help the company to clarify their company’s objectives by explaining how to achieve the
targets and explaining organizational goals to the employees (Dimitrova, Iliev and Flamholtz
2017). Quality service is required to provide superior quality of body care as well as
aromatherapy products to the customers. The quality services helps to make strong bond with
the customers and handle complaints from the customers quickly basis by responding to them
on time. It is the best strategy to keep the customers coming back for their services and
ensure long term business success.
Discussion on two change methods effect dynamics, culture and change

5DRASTIC ACTION AND EVOLUTIONARY ADAPTATION
Today, ABC Pty Ltd is facing challenges in its daily business operations,
competitions, meetings with new customer’s demands as well as innovation. Therefore, an
organizational change is required for the organization. Using two methods of changes, the
organization is required to cope up with changes to capture a market share, otherwise the
business will lose its competitive advantage. The organizational employees should possess
strong culture by aligning with change goals (Ionescu and Bolcaş 2018). The culture is
effected by causing conflicts among the employees. The operational change requirements
means change in the IT processes and implementation of the enterprise resource planning
leads to make organizational success. Drastic change mainly helps in upgrading to
technology infrastructure.
Evolutionary adaption change is done for reviewing the staff competencies. It is
required to review in the organization and change is required to focus on employee’s
behaviours on things that organization processes. Training and coaching is provided to the
employees to develop their behaviour and enhance their skills and knowledge in specific
field. It is a slow process and provides effect on the culture and team dynamics (Vlados,
Deniozos and Chatzinikolaou 2018). Culture will provide impact on how the leaders are
managing and implementing organizational changes. It also impacts on how the employees
should experience possible changes. Understanding of the culture will control effective
method to lead the deviations. The key performance indicators help in reviewing of training
is properly provided to the staffs.
As the changes of upgrade to the technology infrastructure and review of the staff
competences is positive, therefore the business efficiency as well as organizational
productivity is also increasing. It facilitates the achievement of the organizational mission,
delivering the residents best services in terms of quality home as well as environment. It also
helps to achieve organizational vision, vales collaboration as well as teamwork to create

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insights as well as excellence in work (Uhl and Gollenia 2016). The company team is
professional to embrace to the social objectives. The changes are mainly provided benefits to
the customers as well as employees. Individual as well as group morality is also improved,
and there is a sense of the cohesion as well as well beings (Dimitrova, Iliev and Flamholtz
2017). It is required to understand dynamics of the organizational transformation with radical
shift in the business strategy, organizational structure as well as processes and technology.
Technology as well as culture are considered as two forces which can provide
influence on each other. As new advanced technology is used in the organization, the culture
is reacted in positive as well as negative way and it is changed forever. The cultural changes
are such that it dies development the technology (Hayes 2018). In order to develop over staff
competencies, the staffs are required to contain open attitudes, self-awareness, cultural skills
as well as cultural knowledge. Management of the cultural diversity in the workplace is
required to develop cultural competences results in communicating professionally with
people across the cultures and work with varied cultural beliefs as well as project schedules
(Dimitrova, Iliev and Flamholtz 2017). The cultural competence is applied in the workplace
by providing training to the staffs in order to bring good communication in the workplace.
2.3 Conclusion
It is concluded that the organizational transformation is carried out for making
organizational changes with respond to influence of the external as well as internal
environment to maintain competitive advantage of the company as per the objectives of the
organization. The organizational transformation changes entire structure of the organization
as it provides strategic priority to upgrade to IT infrastructure and review staff competencies.
New organizational changes helps to minimize complexity of the business by taking proper
initiatives. Models of drastic action and evolutionary adaption change is implemented for the

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human resources so that they can understand the organizational transformation. Analysis of
success and failure factors of changes help the business to maintain a competitive position in
marketplace.

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References
Cameron, E. and Green, M., 2019. Making sense of change management: A complete guide
to the models, tools and techniques of organizational change. Kogan Page Publishers.
Dimitrova, A., Iliev, I. and Flamholtz, E.G., 2017. Strategic Organizational Development and
Corporate Culture: Empirical Evidence From Europe. International Journal of Human
Resource Management and Organizational Behavior.
Hayes, J., 2018. The theory and practice of change management. Palgrave.
Ivanova, O. and Persson, S., 2017. Transition as a ubiquitous and a continuous process:
overcoming the Western view. Journal of Change Management, 17(1), pp.31-46.
Staal, M.A., 2019. Consultation to Leadership and Organizational Development. Operational
Psychology: A New Field to Support National Security and Public Safety, p.101.
Turner, C., 2019. CHANGE MANAGEMENT STRATEGY A PLAN FOR HOW TO
MAKE SOMETHING DIFFERENT. Quality, 58(10), pp.20-20.
Uhl, A. and Gollenia, L.A. eds., 2016. A handbook of business transformation management
methodology. Routledge.
Vlados, C., Deniozos, N. and Chatzinikolaou, D., 2018. The possible paths of a new
globalization. International Journal of Development and Sustainability, 7(9), pp.2310-2333.
Williams, G.C., 2018. Adaptation and natural selection: A critique of some current
evolutionary thought (Vol. 75). Princeton university press.