Transforming Traditional Org into a Learning Org with B&H Model: Change Result & Nature, Thesis of Business Accounting

Download Transforming Traditional Org into a Learning Org with B&H Model: Change Result & Nature and more Thesis Business Accounting in PDF only on Docsity! C721 Identify the end result and the nature of change to take a company from a traditional organization to a learning organization using Balogun and Hope- Hailey’s model. Balogun and Hope-Hailey's Change Model Balogun and Hope-Hailey's model is a strategic change model that identifies four types of strategic change: Realignment, Evolution, Revolution, and Reconstruction. The model is based on two dimensions: the scope of change (incremental or transformational) and the nature of change (preserved or radical). To transform a traditional organization into a learning organization, the change would likely be both transformational and radical, falling into the "Revolution" category of Balogun and Hope-Hailey's model. End Result The end result of this transformation would be an organization that:  Continually acquires and applies new knowledge  Adapts quickly to changes in the business environment  Encourages and facilitates learning at all levels of the organization  Uses learning as a strategic tool for improvement and innovation Nature of Change The nature of the change would be:  Transformational: The change would involve a fundamental shift in the organization's structure, culture, and operations. This is not a minor adjustment or incremental improvement, but a complete overhaul of the way the organization operates.  Radical: The change would involve a departure from the organization's existing norms, values, and practices. This is not a preservation of the status quo, but a break from the past and a move towards a new way of doing things. The transformation process might involve steps such as:  Developing a shared vision for the learning organization  Encouraging and rewarding learning and innovation  Implementing systems and processes that facilitate learning and knowledge sharing  Changing the organization's culture to value learning and adaptability Here is a table summarizing the transformation: Aspect Traditional OrganizationLearning Organization Structure Hierarchical, rigid Flat, flexible Culture Stability, conformity Learning, innovation Operation Standardized, routine Adaptive, dynamic