Individual-level change focuses on helping employees improve an active aspect of their performance or the knowledge they need to continue contributing to the organization effectively. Individual-level change programs include leadership development, training, and performance management.

Individual-Level Change

Group-level change centers on relationships between people and usually focuses on helping people work more effectively together. Team development, or teambuilding, is one of the most common forms of a team change process.

Group-Level Change

Organization-level change affects an entire organizational system or several of its units. Strategic planning and implementation is perhaps the most common type of organization-level change.

Organization-Level Change

The level of change is one dimension of organizational change. It refers to the breadth of the systems that need to be changed within an organization.

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When assessing the need for change in an organization, three dimensions are useful to consider: the scope of change, the level of change, and the intentionality of change.

Dimensions of Organizational Change

OpenStax Principles of Management. Source pages used for organizational culture, corporate culture, and management topics. https://openstax.org/books/principles-management

Principles of Management - OpenStax

OpenStax Organizational Behavior. Source pages used for organizational culture and organizational change topics. https://openstax.org/books/organizational-behavior

Organizational Behavior - OpenStax

The scope of change is one dimension of organizational change. It refers to the degree to which a required change will disrupt current patterns and routines.

Scope of Change

Level of Change

Intentionality is one dimension of organizational change. It refers to the degree to which change is intentionally designed or purposefully implemented.

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