Managing Change in Organizational Restructures

This presentation explores the topic of managing change in response to organizational restructures. It covers the background of change management, including theories and models, the role of HR in managing change and organizational design, evaluation of organizational design and response to adapt changes proposed in the organization, recommendations, and conclusion. The presentation focuses on the case of M&S, a major retail chain in the UK.

Manage change in response
to the organizational
restructures

Table of contents
• Introduction
• Background of change management including theories and models
• Role of HR in managing change and organisational design
• Evaluation of the ways of organizational design and response to adapt
changes proposed in the organization
• Recommendations
• Conclusion
• References

INTRODUCTION
Change management is a collective term for all
approaches to support and help individuals, teams and
organizations in making organizational change. Changes
within an organization are necessary. The organization taken
here is M&S which deals in clothing, home products, luxury
food items etc. This report consists of relationship between
organizational design and change management.

Background of change management
including theories and models
Every organization requires to have changes as per the
requirements of business environment. Sometimes these changes
are internal and sometimes external. Internal changes are made on
the recommendation of administration in order to adopt the trends
and technologies within organization. External changes are done by
force. If these changes occurs in M&S then this company is going
to expand its business in an emerging country so it has to adopt the
changes required to run business smoothly.

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Apart from the above changes there are two types of changes
also which are explained here:
• Transformational changes
• Psychological changes

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Apart from the above types of changes a model is illustrated here
which shows how to manage the changes within organization.
Lewin's change management model:
• Unfreeze
• Making changes
• Refreeze

Role of HR in managing change and
organisational design
M&S is a major retail chain of United Kingdom who had
followed the flat organisational structure in their business
operations. This structure was suitable for the firm in initial
time of period but in present time, the organisation has
extended to a vast level i.e. the firm has expanded their
stores and business activities. Due to this expansion of
activities, the organisation is facing problems in functioning

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Role of HR manager in managing the change and
organisational design is given below:
The HR managers is responsible for
sharing the vision and strategies with
the different departments of
organisation. The HR managers are
responsible for influencing the
people of organisation to adopt the
change through the policies and
benefits.

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• The HR managers also needs to provide training
programs to the managers so that they can adopt the
change in their working and even through this training,
the managers can convey the importance of change to
employees so that the can adopt the change too.

Evaluation of the ways of organizational
design and response to adapt changes
proposed in the organization
The design of M&S is Flat in which administration includes
the lower level employees also in the decision making
process. This states that the organisation should move to
another structure as they have increased their business. In
such as large business, Flat organisational structure is not
valuable because it takes time in the decision making
process.

Recommendations
In order to implement the changes effectively HR manager should
communicate with all the department within M&S. This
communication will leads to the information of implementing the
changes within their departments. Communication will help the
departments to share the requirements of resources to install the
changes. Apart from that, the HR manager should take feedback from
the employees to check whether functional structure is helpful for
them.

CONCLUSION
From this presentation, it has been concluded that change in an
organisation can be implemented by adopting proper
theories and concepts. Manager and leaders play an
important role in implementing a change in order to ensure
sustainable development by considering environmental
factors.

REFERENCES
Parker, D. and et. al., 2013. Integration of project-based
management and change management: Intervention
methodology. International Journal of Productivity and
Performance Management. 62(5). pp.534-544.
Spagnoli, P., Caetano, A. and Santos, S. C., 2012.
Satisfaction with job aspects: Do patterns change over
time?. Journal of business research. 65(5). pp.609-616.

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