All systems must adapt in order to survive, this is as true for a business organisation as any other system. A business exists in a turbulent environment and in order to maintain its relationship with its environment its managers have to adapt it to the circumstances. The effect of the present pandemic is an example with some staff working from home, active blended learning in the education sector and social distancing have all created an urgency to accommodate the unprecedented consequence of the situation. To effect the necessary changes that these circumstances have generated means exercising some form of power to change operating procedures. Change creates uncertainty, the threat of the reallocation of resources, delegated power, redundancies and a change in group relationships. This produces a feeling of insecurity in those within the organisation often resulting in resistance to the proposals in an attempt to maintain the status quo. They are faced with adapting or resisting to these changes. Whilst systems models of organisational behavior provide ideas about organizing and managing an enterprise these are of limited value because of the unpredictability of change. The ubiquity of communication technologies and the rise of virtual methods of working add to the pressure for change creating a climate of anxiety. Organisational power can no longer be framed by the measures once taken for granted. To this end I adopt a soft systems perspective to explore the impact of change upon an organisation and how those within react as they attempt to cope with its impact.

所有系统都必须适应才能生存，这对于企业组织和任何其他系统都是如此。企业存在于动荡的环境中，为了维持与环境的关系，其管理者必须使其适应环境。当前大流行的影响就是一个例子，一些员工在家工作，教育部门的积极混合学习和社会疏远都创造了应对这种情况前所未有的后果的紧迫性。实现这些情况所产生的必要改变意味着行使某种形式的权力来改变操作程序。变化会带来不确定性、资源重新分配的威胁、权力下放、冗余和群体关系的变化。这会给组织内的人带来不安全感，通常会导致抵制提议以试图维持现状。他们面临着适应或抵制这些变化。虽然组织行为的系统模型提供了有关组织和管理企业的想法，但由于变化的不可预测性，这些想法的价值有限。无处不在的通信技术和虚拟工作方式的兴起增加了变革的压力，创造了一种焦虑的气氛。组织权力不能再被曾经认为理所当然的措施所束缚。为此，我采用软系统视角来探索变革对组织的影响，以及内部人员在试图应对其影响时如何反应。