In the article, Divided No More , Parker J. Palmer distinguished between an organizational and a movement approach to change. Each method has its appropriate applications and often a symbiotic relationship between the two will order the chaos of transformation. With the paternalistic approach a few dominant personalities and their rules, beliefs, and relationships define the limits within which change must occur.
Resistance is overcome and resistors are punished.
Fragile innovation is often overwhelmed and molded to fit and repeat a past already lived. Those interested in true change are left disillusioned and marginalized. The repeated cycle of promised change, frenetic activity, and disappointment may perversely satisfy some in power. They blame employees and feel self-righteously superior. This cycle can also be comfortable for employees fearful of taking responsibility for the creation of new ways of working together.