Managing Change in Organizational Design: A Critical Evaluation

This presentation critically evaluates the relationship between organizational design and change management. It discusses the need for change, different types of changes, and the challenges faced by organizations in implementing change. The presentation also provides recommendations for successful implementation of change. The subject is Human Resources and the course code is Unit 36. The presentation is relevant for students studying in any college or university.

Managing Change

Table of Content
 Introduction
 How organisational design has to adapt and respond to change management
 Critically evaluation of different types of changes
 Critically discussed often-complex relationship between organisational design and
change management
 Conclusion and recommendations.
 References

INTRODUCTION
Managing change defines as the systematic
approach to dealing with the transformation or
transition of aspirations of business, technologies
and processes. They prime purpose of managing
change is to make strategies for the successful
implementation of change, controlling change as
well as supporting individuals to adapt to change.

How organisational design has to adapt
and respond to change management
As it is found that Aldi is using flat organisational structure in their business,
employees do not need to report their superiors or upper level management to ask
what duties they have to perform in the organisation. Through applying flat
organisational structure at the work place of Aldi, the management and employees of
organisation are facing several issues which are as follow:
 Loosing control
 Less employee retention

Continue…
The management of Aldi has been worked on the findings and
decided to bring change through adopting divisional organisational
structure at the place of flat organisational structure. It help the
employees in feeling valued and getting their higher involvement
in the organisation. According to this organisational structure, all
the employees are being classified among the segments or groups
on the basis of markets or goods.

Lewin's Change management model:
It is defined as the model of change management
which is being used by the management. This model
was being introduced by the Kurt Lewin and it
involve three steps for the purpose of breaking down
the changes in the organisation. Below mentioned is
the application of model of change management in
the context of Aldi:
 Unfreeze
 Change
 Refreeze

Different forms of changes affecting
organisational design.
It has been found that there are several ways in which
the organisation can bring changes. Transformational
and psychological changes are few of them. The Aldi is
required to adopt the change in the business for the
purpose of reforming the structure along with
responding the business environment or the technology
outside the business.

Complex relationship between change
management and organisational design
It has been analysed that the strategies adopted by the business organisation
can be effective but it is essential to have full support of organisational
structure. The management of Aldi is facing several issues while adopting
flat organisational structure. It result in decrease in overall productivity of
organisation. For the purpose f overcoming from the problems or issues
faced by he management, they are required to adopt changes, so that the
relevant plans and strategies can be applied in a successful manner.

Conclusion
It has been critically evaluated that change can be successfully
implemented with the help of right techniques used by the HR experts.
An organisation needs to adapt changes in many forms in order to deal
with the external environmental factors. HR needs to ensure that proper
communication will be taken place in the organisation so that their
employees can understand the need of change. It is also important to
understand their employee's fear and anxiety towards change.

References
 Ling, F.Y.Y., and et.al., 2018. Human resource management practices
to improve project managers’ job satisfaction. Engineering,
Construction and Architectural Management.
 North-Samardzic, A. and de Witt, M., 2019. Designing a human
resource management simulation to engage students. Journal of
Management Education, 43(4), pp.359-395.
 Ogbeibu, S., and et.al., 2020. Technological turbulence and greening
of team creativity, product innovation, and human resource
management: Implications for sustainability. Journal of Cleaner
Production, 244, p.118703.

Thank You!!!