Psychology

First-order change is change that is continuous in nature and involves no major shifts in the way an organization operates. Suppose that a media company adds a new television program. Change involves the rescheduling of television programs. It is not a radical change because it does not involve radical shifts in the way an organization operates. Second-order change refers to a more radical change, major shifts involving many levels of the organization. Suppose that a shoe company completely changes it product line. Instead of producing shoes, the company now produces jackets. This change is radical because it involves a radical change in company objectives, long-run goals, and marketing strategy.

There are four change management strategies empirical-rational, normative reeducative, power coercive, environmental adaptive. Empirical-rational change strategies are utilized to bring about superficial changes in an organization. Normative reeducative strategies are designed to alter cultural constructs within an organization (radical change). Power coercive change strategies involve forced compliance. Power-coercive strategies are used to alter predisposing behavior (a form of radical change). Environmental adaptive change strategies are used to alter systems of thought. In a sense, environmental adaptive change strategies elicit the most radical changes among the four change management strategies.

Empirical-rational strategies  first-order change
Normative reeducative, power coercive, and environmental adaptive strategies  second-order change
There are five ways in which an OPD professional can contribute to the success of change efforts supplementing objectives aimed to alter existing systems of thought, providing institutional support for stakeholders, and establishing niches for long-term improvements. The OPD professional may also support virtual organizations in micromanagement strategies.