Organizational Development Perspectives: Drastic Actions vs Evolutionary Adaptation

Running head: ASSESSMENT 2: ORGANIZATIONAL DEVELOPMENT
ASSESSMENT 2: ORGANIZATIONAL DEVELOPMENT PERSPECTIVES
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Author Note

1ASSESSMENT 2: ORGANIZATIONAL DEVELOPMENT
The essay focuses extensively on the topic of organizational change and the various
ways in which organizations take part in developmental changes. The essay is focused
towards analysing the various factors and aspects related to mainly two kinds of change
mechanisms. The change mechanisms are that of drastic actions and evolutionary adaptation.
The first one is a kind of forced change implemented by higher management and the second
is more systematic and environment based in nature. The greater significances of these types
of change need to be discussed further.
Change is a much important factor that affects corporate organizations across the
world. Change is constant as civilization keeps on progressing towards greater advancement
of living standards, technology, business and corporate environments (Bertram, Blase and
Fixsen 2015). It is important for organizations to keep on changing their business outlook,
productivity functions, management, promotion and communicational aspects from time to
time. This helps corporate organizations to ensure the sustenance of their business
performance in the long term. However, how to implement essential and effective changes
considering the behaviour, dynamics and culture of organizations are important questions in
the existing corporate scenarios (Carnall 2018). Change management thus, becomes an
essential function across all the large or small business organizations.
In the rapidly changing corporate scenarios across the globe in recent times drastic
changes have become more common among organizations. Businesses are trying to adapt
faster than ever in a bid to gain an upper hand over competitor enterprises (Cameron and
Green 2015). However, this kind of change is highly incoherent and not systematic. These
kinds of change oriented conducts among organizations are not much suitable for long term
progressive change management. Moreover, the drastic action changes can harm the
organizational behaviours, cultures and dynamics to a great extent. Organizational behaviour
is the internal and external behavioural tendencies of organizations that are determined by the