Large scale organizational change initiatives are certainly difficult endeavors. But when we implement large scale change initiatives without properly assessing the impact the changes will have throughout the organization, we make the changes harder than they need be. Organizations tend to take one of two paths when implementing large scale change initiatives. The first path is to implement the change initiative (e.g., grow your client base, hire more staff, add a new service, begin serving a new market) and then identify and implement any system changes and supports required to support that initiative. The second path begins with identifying and implementing required system changes and supports and then implementing the change initiative. While the second path requires a slower implementation of the change, change initiatives in general will become faster once system variables have been initially mapped out and the organization has gone through the process once or twice. Additionally, rather than creating the appearance of being an adaptive and proactive organization, the second path actually produces an adaptive and proactive organization. Therefore, it is the second path that will be the focus of this paper, and this path relies on behavioral systems analysis.

中文翻译：

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使用行为系统分析来改善自闭症服务组织的大规模变革计划。

大规模的组织变革计划无疑是艰巨的努力。但是，当我们实施大规模变更计划而没有正确评估变更对整个组织的影响时，我们将使变更变得更加困难。在实施大规模变更计划时，组织倾向于采取两种途径之一。第一条途径是实施变更计划（例如，扩大客户群，雇用更多员工，添加新服务，开始为新市场提供服务），然后确定并实施支持该计划所需的任何系统变更和支持。第二条路径开始于识别和实施所需的系统变更和支持，然后实施变更计划。尽管第二条路径要求较慢地执行更改，通常，一旦初步确定了系统变量并且组织一次或两次地完成了该过程，变更计划就会变得更快。另外，第二条路径实际上没有产生出一个适应性和主动性的组织的外观，而是产生了一个适应性和主动性的组织。因此，第二条路径将成为本文的重点，并且该路径依赖于行为系统分析。