Final answer:
Tailoring strategies to the specific type of change—adaptive, innovative, or radical—is essential for successful implementation. Each type has unique challenges, requires different levels of employee involvement, and must take organizational culture into account. Understanding the roles of innovation, cultural lag, and globalization is also critical.
Step-by-step explanation:
When dealing with different types of change—adaptive, innovative, and radical—it is important to tailor strategies to the specific type of change (option c). Adaptive change involves modest adjustments to existing processes, often characterized by incremental improvements that do not alter the fundamental structure of an organization. In contrast, innovative change can be more involved, including the introduction of new processes or products that might alter the way a business operates, but still within the existing paradigm.
Radical change is the most disruptive, often involving a fundamental overhaul of the business model or the introduction of breakthrough technologies or concepts that transform the industry. Factors such as the scale of the change, the pace at which it needs to be implemented, the level of employee involvement and buy-in, and the compatibility with organizational culture all must be considered. Ignoring organizational culture (option b) or avoiding involving employees (option d) could undermine the change process, while treating all changes the same way (option a) ignores the unique challenges and opportunities presented by each type of change.
To successfully implement change, it is vital to understand the interplay between innovation, invention, and discovery, which all can affect cultural evolution. Additionally, cultural lag—the time it takes for culture to catch up with technological innovations—and globalization's impact on cultural change must be recognized as these factors can affect how change is perceived and adopted within an organization.