Change is inevitable in organizations and can be triggered by both external environmental factors and internal disruptions. Environmental factors forcing change include new technologies, shifts in competition and markets, economic conditions, and social/cultural changes. Internal disruptions prompting change involve leadership and culture changes, structural modifications, and workforce alterations. To adapt successfully, organizations must proactively identify disruptions and develop strategies to respond to changes in a way that allows taking advantage of new opportunities.

1. 1)
Change is present in any organization, and it can take many different forms, including changes in the
external environment, changes in the organization's goals or objectives, changes in the organization's
structure or processes, and changes in the organization's people or culture. Some of the reasons why
change is inevitable in any organization are:
1. Technological advancements: new technologies are constantly being developed, and
organizations that want to remain competitive need to adopt them. For example, the rise of e-
commerce has forced many brick-and-mortar retailers to change their business models.
2. Changes in the competitive landscape: Organizations operate in an environment where there is
constant competition from other organizations. Changes in the market, including new
competitors or changes in consumer preferences, can force an organization to change its
strategies or products.
3. Economic factors: Changes in the economy, including recessions, inflation, or changes in interest
rates, can affect an organization's finances and operations. For example, an economic recession
can force an organization to cut costs or change its revenue streams.
4. Organizational growth: As an organization grows, it may need to change its structure or
processes to accommodate the larger size. For example, a small startup may have a flat
organizational structure, but as it grows, it may need to add layers of management and
departments.
5. Employee turnover: Changes in the organization's workforce, including turnover or retirements,
can require the organization to hire new employees or train existing employees for new roles.
6. Changes in leadership: Changes in the organization's leadership can also lead to changes in the
organization's direction and strategies. For example, a new CEO may bring a different vision for
the organization than the previous CEO.
In conclusion, change is inevitable in any organization, and organizations that are able to adapt to change
are more likely to remain competitive and successful. While change can be difficult and disruptive, it can
also bring new opportunities and growth for the organization. Therefore, it is important for organizations
to be proactive in managing change and to develop strategies to adapt to new circumstances.

2. 2)
The Kenya Human Rights Commission (KHRC) is a non-governmental organization that works to promote
and protect human rights in Kenya. The organization has a hierarchical organizational structure, which is
a traditional structure that has multiple levels of authority and clear lines of communication and control.
The KHRC's organizational structure consists of several departments and units, including research and
advocacy, monitoring and evaluation, finance and administration, and communication and information.
Each department is headed by a manager who reports to the Executive Director, who is the highest-
ranking official in the organization.
There are several benefits of the hierarchical organizational structure used by the KHRC, including:
1. Clear lines of authority: The hierarchical structure provides clear lines of authority and
accountability, with each employee having a clear reporting relationship to a manager or
supervisor. This helps to ensure that everyone knows who they report to and who is responsible
for making decisions.
2. Specialization: The hierarchical structure allows for specialization, with each department or unit
focusing on a specific area of expertise. This can lead to increased efficiency and effectiveness, as
employees can develop deep knowledge and skills in their area of specialization.
3. Decision-making: The hierarchical structure allows for clear decision-making processes, with
decisions being made at the appropriate level of authority. This helps to ensure that decisions
are made in a timely and effective manner.
4. Control: The hierarchical structure allows for greater control over the organization, with
managers and supervisors having the authority to monitor and manage their employees. This
can help to ensure that employees are following policies and procedures and that the
organization is operating effectively and efficiently.
5. Communication: The hierarchical structure allows for clear lines of communication, with
information flowing up and down the organizational structure. This can help to ensure that
everyone is aware of important information and that communication breakdowns are
minimized.
In conclusion, the hierarchical organizational structure used by the Kenya Human Rights Commission
provides clear lines of authority, specialization, effective decision-making, control, and communication.
These benefits help to ensure that the organization is operating effectively and efficiently and is able to
achieve its mission of promoting and protecting human rights in Kenya.

3. 3)
Change is an inevitable process that occurs in any organization. It can be triggered by both
environmental and internal disruptions. Environmental disruptions refer to changes in the external
environment of an organization, including changes in the market, competition, technology, regulations,
and social factors. Internal disruptions refer to changes within the organization, such as changes in
leadership, culture, structure, processes, and workforce.
Environmental disruptions can trigger change in the following ways:
1. Technological advancements: The emergence of new technologies can disrupt an organization's
operations and processes, forcing it to adopt new technologies and update its processes to
remain competitive.
2. Changes in the competitive landscape: Competitors entering the market or shifts in consumer
preferences can disrupt an organization's existing business models and force it to adapt its
strategies.
3. Economic factors: Economic recessions, inflation, and changes in interest rates can disrupt an
organization's finances and operations, forcing it to change its revenue streams and cost
structures.
4. Social and cultural factors: Changes in social attitudes or cultural norms can disrupt an
organization's operations or customer base, forcing it to change its products or services.
Internal disruptions can trigger change in the following ways:
1. Leadership changes: Changes in the leadership of an organization can bring about new goals,
objectives, and strategies, leading to changes in the organization's operations.
2. Cultural changes: Changes in the values, norms, and beliefs of an organization's culture can lead
to changes in the way employees interact with each other and with customers, leading to
changes in the organization's operations.
3. Structural changes: Changes in the structure of an organization, such as mergers, acquisitions, or
reorganizations, can lead to changes in the way the organization operates and interacts with its
stakeholders.
4. Workforce changes: Changes in the workforce, such as retirements, resignations, or layoffs, can
disrupt an organization's operations, forcing it to hire new employees or retrain existing ones.
In conclusion, change can be triggered by both environmental and internal disruptions, which can affect
an organization's operations, strategies, and goals. Organizations need to be proactive in identifying and
responding to these disruptions, developing strategies to adapt to changes and stay competitive. By
embracing change, organizations can take advantage of new opportunities and remain successful in a
constantly changing environment.