Before moving on to the question proper, let me first tackle on the basic terms and concepts for this paper.
First off, you have planned and unplanned change in an organization. Unplanned change usually occurs because of a major, sudden surprise to an organization, which causes its members to respond in a highly reactive and disorganized fashion. So let's say the CEO or Chief Executive Officer suddenly leaves the organization, chaos will rise up. Significant public relations problems occur, poor product performance quickly results in loss of customers, or other disruptive situations arise. Planned change, on the other hand, occurs when leaders in the organization recognize the need for a major change and proactively organize a plan to accomplish the change. Planned change occurs with successful implementation of what you call a Strategic Plan, plan for reorganization, or other implementation of a change of this magnitude. Take note though that planned change, even though based on a proactive and well-done plan, often does not occur in a highly organized fashion. Instead, planned change tends to occur in more of a chaotic and disruptive fashion than expected by participants such as employees.
Organizational Behavior (OB) is the study and application of knowledge about how people, individuals, and groups act in organizations. It does this by what you call a system approach. This is, it interprets people-organization relationships in terms of the whole person, whole group, whole organization, and whole social system. Its purpose is to build better relationships by achieving human objectives, organizational objectives, and social objectives. So, based on the definition above, organizational behavior encompasses a wide rang ...