How could the process of implementation for a small-scale change differ from that of a large-scale change?

How could the process of implementation for a small-scale change differ from that of a large-scale change?
There are three important factors that must be considered during the implementation phase of an organizational change: monitoring the implementation, strategies to reduce conflict, and the need for effective communication.
In a large scale change the monitoring could last several years and thus, planning for frequent and ongoing monitoring is vital so that appropriate changes or revisions can be made along the way. It is best to develop consistent scales and procedures for reviewing the progress. With small scale change, the timeline is generally shorter so a condensed version of a measuring tool should be adequate, and it may be necessary to only perform the monitoring one or two times before the evaluation.
With a large scale change, the likelihood of conflict to arise among the participants is high. Often a large scale change requires a change in not only daily tasks, but also in philosophy, as in the integration of complementary and alternative therapies mentioned in the referenced chapter. Strategies should be developed in anticipation of these conflicts during the planning phase, so that the potential conflicts will not slow down progress.
Communication needs to be effective and ongoing. In a large scale change the communication is more of a challenge then in a small scale change because there are usually more people and more departments affected by the change, causing more avenues to be necessary to communicate with everyone involved. LS UOP