Explain the terms emergent and planned change and critically assess and evaluate how they can be influence uncertainty within the working environment.
Planned and Emergent Change
Organizations are faced with new challenges on a daily basis which requires them to change their operations to adapt to such changes. Change is inevitable, and therefore, organizations must be prepared to re-organize their way of doing business if they need to excel. There are several factors that drive change in organizational settings. For instance, technological change, government policies, changing consumer needs and preferences are some of the aspects that drive change. These are just but few examples but change is complex and especially in current situations more business organizations continue to perform poorly or edged out of the markets due to failure in embracing changes.
There are two classifications of change defined as either planned or emergent change. The categorization is based on whether the change was anticipated and, therefore, adequate strategies designed to implement or it was the unexpected change that caught the organization off-guard. It is clearly evident that change influences uncertainty in working environment since individuals in an organization may be unaware of the impact of the change. Regularly several organizations go through restructuring or expansion. During the periods, the job design and organizational structure are altered, and most employees are affected in the process. In some cases, it entails laying off some workforce or skills that are no longer required in an organization. These are some of the factors that cause uncertainty of the work environment especially on the side of employees. Emergent or planned change can cause positive and negative influences within working environment. The paper critically examines both aspects of change in the first part and the possible outcomes of the change to the working environment (Shirey 2013).
The planned change approach is predictable as the name suggests. Each day organizations work towards certain goals and in the process, the management identifies certain areas that require change and plan in advance to implement. The planned change is developed around pre-planned steps. This approach is largely dominated by the arguments of Lewin’s theory three-step models. Kurt Lewin is a highly celebrated scholar whose work laid the foundation for subsequent theories of planned change. Planned change is a method that is experimental and self-conscious, employs knowledge to solve challenges. According to Lewin arguments, action research model is made up of spiral steps with each cycle involving planning (Shirey 2013). The plan emanates from the idea of a certain objective