Planning according to lecture notes (Dr Smith, Module 5) and Stojkovic et al (2008) is a general application of the concept of planned change. Planned change is composed of a number of behaviors intended to modify individuals, groups, and organizational structure and practices (Stojkovic et al, 2008). Although planned change has several elements, four of them include innovation and acceptance of problems, moving beyond organizational decision-making routines, looking to the future, and continued commitment. performance. However, Warren (1997) emphasizes that planned change is not an inactive reaction to organizational climate stress or a minimal attempt to reduce organizational tensions (Stojovic et al, 2008). Nonetheless, this type of effort is commonly seen in criminal justice agencies. For example, correctional facilities are notorious for changing titles, such as guards to corrections officers, convicts to inmates, etc. (Stojkovic et al, 2008). To avoid this type of passive change, more proactive change must be implemented within the agency. For example, several law enforcement agencies have implemented a program called Compstat that requires command staff to study crime patterns, set calculable goals for reducing crime, and develop plans to reduce crime. crime in the areas studied (Stojkovic et al, 2008). .The second element is overcoming organizational decision-making routines. These routines, for example, include the garbage can solution which states that individuals in an organization have already preconceived "preferred solutions" that await problems middle of paper ......ats for agents. Thus, if the officer believes that he will be blamed for mistakes, he will tend to place most of the responsibility on his superior, forcing him to adhere to old policies and practices (Stojkovic et al, 2008). Additionally, if there is not a good line of communication and decision-making is centralized, members will be less reluctant to participate in the change process. This will not be healthy for the organization because there will be no healthy feedback from members regarding the effectiveness of the new program. This could eventually mean the demise of the new program. As we can see, it is difficult to create an organizational climate that is productive and open to change, and even more so if there is conflict within the organization. For this reason, each step must be thought out and planned to deal with the climate of the organization..