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Disruptive Change Vs Incremental Change
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Disruptive Change Vs Incremental Change
Disruptive Change Vs Incremental Change
Disruptive change is the rapid change in organizations caused by changes in the business environment (Singh, 2013). Business environments are increasingly becoming more complex everyday, which may be caused the complex diversity of the United States population (Singh, 2013). Some of the changes in the business environments include changes in the economy, changes in business transactions, changes in the diversity of products, and the rapid advancements of technology (Singh, 2013). The business environment cannot be controlled by business organizations and organizations must embrace and adopt new changes to be able to cope with the business environment changes (Singh, 2013).

These changes in the business environment force organizations to adopt new changes to be able to survive and remain in their track in achieving their set goals and objectives. Disruptive change is different from incremental change based on time factor in the implementation process of a new change (Singh, 2013). Incremental change is slow and gradual changes aimed to achieve certain organizational goals and objectives (Denison & Nieminen, 2014). Organizations can use this approach to enable employees adapt to a new change smoothly without bringing interruptions to their current normal working processes. Employees of an organization are able to adjust to changes comfortably as this approach is slow and does not necessarily affect the way employees carry out their activities at once (Denison & Nieminen, 2014).

Impact of a Disruptive Change
Disruptive change has a financial impact of an organization (Denison & Nieminen, 2014). The process of adopting a new change may be unplanned and may affect the operating budget of the organization. This may involve paying of experts for professional advice, changing of business processes, or modification of products (Denison & Nieminen, 2014). Unplanned change may also involve an organization making quick uninformed decisions, which may lead to its failure. Most business changes require research and many resources before they are implemented and a rapid implementation of changes may affect employees negatively, which may lead to demotivation or overworking of employees. This can result to poor performance or collapse of the organization (Denison & Nieminen, 2014).

References
Denison, D., & Nieminen, L. (2014). Habits as Change Levers. People & Strategy Journal 37(1), 28-34.

Singh, A. (2013). A Study of Role of McKinsey’s 7S Framework in Achieving Organizational Excellence. Organization Development Journal 31(3), 39-50.

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