Which type of change may cause significant disruption to processes or structures within an organization?

Transformational change refers to substantial, often radical shifts within an organization that can impact its processes, structures, culture, and overall direction. This type of change is characterized by a complete overhaul or rethinking of how the organization operates. It can arise from various triggers such as new technologies, shifts in market demand, or significant changes in the competitive landscape.

Because transformational change aims to redefine the organization's mission, values, or products, it necessitates a comprehensive approach to manage the disruptions that might occur. This might include altering workflows, changing leadership structures, or reassigning roles and responsibilities, all of which can lead to significant operational upheavals if not managed properly.

In contrast, incremental change involves small, gradual adjustments that typically have a minimal impact on existing processes and structures, allowing organizations to adapt over time without causing major disturbances. Planned change can also be structured and less disruptive, as it is often meticulously designed for a smooth transition. Evolutionary change refers to natural progressions or developments within an organization that unfold over time rather than abrupt or radical transformations. These types of change are not characterized by the same level of disruption as transformational change, making it the correct choice in this context.