“Evaluate the implications of defining the top-down versus bottom-up vision of change” Doesn't really exist organization that is not facing a change situation. Technology and globalization are perhaps the biggest issues affecting most organizations today. The challenges of making such a change can be intimidating. How should we implement change? It's a simple enough question, surely there is a simple answer, especially since we ask it so often. Every time we implement a new system or install a new process, we are implementing change. Change happens when someone commits to adopting a new way of doing things and pushes others to do the same. There are processes that help you do this. The principles apply whether you lead from the top down, from the top down, or even within a group of friends. In business, when we approach change, whether it's cost cutting, merging, or supporting a new technology, we need to treat it seriously as a change. disruptive and stressful activity for all involved, especially those driving the change. Transforming a company requires hundreds, sometimes thousands of employees to adopt a new vision of its future, a future that they must consider essential. Change management involves managing the process of achieving this future state. Change can be seen from two points of view: that of the people who make the changes and that of the people who experience them. In the top-down, or strategic, perspective associated with management, the focus is on technical issues such as the investment required, the processes for implementing the change, how quickly the change can be achieved, and the outcome. In the employee's bottom-up perspective, the focus is on what the change means for the... middle of paper... as leaders who set the framework for the change (top-down ) with employees helping to establish both achievable details and effective (bottom-up) implementation. Organizational change affects all levels and individuals of the organization in question. While a change effort can originate anywhere in the organization, it will ultimately require a strategic effort from the top and bottom-up buy-in to be sustained. When organizational change proves necessary, all people at all levels of the organization should approach the change as a question of “how,” “what,” and “why” so that the change can be sustained over time. It is therefore important to include various perspectives when approaching change in an organization: bottom up, top up. Down and peer-to-peer approaches will intersect and interact to create profound change – otherwise change will not be sustained.