Normally, organizational change concerns significant major changes in an organization, such as the addition or inclusion of a major new product or service in production as well as in the market. This contradicts minor changes within an organization such as the adoption of new computer software. To make these changes clear, the approach must be designed in different dimensions. The first type of these changes is organization-wide versus subsystem change. Organization-wide, the focus is on major changes in organizational structure, collaboration and right-sizing. It is usual for organizations to undertake this change as they go through different stages. For example, cultural changes are one of the major changes made in any organization. While the change in a subsystem may be the inclusion or removal of a product or service, a change in organizational structure in a given department or the implementation of a new process of supplying goods and services. Secondly, we have transformational change as opposed to incremental change where transformational change can be radical or fundamental change in organizational culture and hierarchical structure. While incremental change focuses on continuous gains as a quality management process or using a new IT system to increase efficiency, we finally look at corrective change versus developmental change. Corrective changes primarily concern situations that need to be improved, such as improving a poorly performing product, implementing policies to reduce pollution, improving working conditions, and resolving major financial problems. . Since it deals with current issues, it becomes much easier to determine whether the issue has been resolved or not. Change can also be developed... middle of article...... because conflict resolution involves engaging with disagreements, as does criticism and resilience. References Robbins, SP, De Cenzo, DA and Coulter, M. (2011). Fundamentals of management. Upper Saddler River, New Jersey: Prentice Hall.