The goals would be looked from the eyes of the person whose interest lies in the implied strategy. There may arise some biasness in terms of tasks being done. The information here needs to be gathered by the expert professionals to ensure that it is accurate and according to the modern technologies. Once the information is gathered it is normally communicated through a one-way process, either through senior or expert representatives to the recipients. Communication is done on the basis of understanding and not redefining of what the experts had gathered. The actual gatherings of data must be discussed thoroughly to avoid the self-interests of some of the employees.
Normative-Reeducative in this kind of a change people are more focused on things that satisfies and fulfill their needs. Over here the issue is not to find the right information but to find an effective relationship between the values of the employees and the organization on whole. In this the organization tries to involve as many employees as they can to get an overall picture of the needs and values that the employees crave for. Intense interactions between the employees are required. For the change strategy to be successful the organization has to take into consideration the surrounding culture like broader system, habits and values of the employees that dominate. ...
This process takes a longer period of time as compared to empirical rational. In such a change if the organization goes by the values and culture of a specific culture then they may find difficult competing with the international world if the global culture does not contain the same values and needs.
Power-Coercive in this kind of a change those who possess knowledge hold the power. This approach focuses more on the use of political and economic sanctions as the main strategy to bring about change. Political power normally involves policies, laws and other agreements, and economic on the other hand is the logical extension of political power. Here the issues focus on jail and other personal liberty sanctions. Some of the specific strategies that come under this approach may include over throw of political regimes or changing of organizational management through stakeholder pressure and so on. This kind of a strategy maybe de-motivating for some employees to work. Today employees want empowerment and job rotation in order to increase the interest in their work schedules, but working under such authoritative strategy may affect their output. The authority imposing employees may show biasness to some of the other employees causing differences.
Environmental-Adaptive People are not happy with the disruptions that occur within the organization but they do adapt to new circumstances as required. It is more like building a new organization and gradually transferring people from the old one to the new one. Not all organizations are willing to change when the need arises. They are more scared of what if the changes do not suit the organization over all, and therefore they continue with the orthodox ways of achieving goals where as the