Value and Contribution to Organisational Success

This poster provides a detailed exploration of organizational design and its response to change management. It discusses the relationship between organizational design and change management, as well as different types of changes that can influence organizational design. The case study of Marks and Spencer is used to illustrate the implementation of technological change using Lewin's change management model.

Change is termed as initiative taken by individual
make something new for betterment. Business associations
that works in modern world are expected to incorporate
several changes according to the requirement of business so
that they can attain success in quicker manner. The main
responsibility of business manager of the company is
incorporate change within the company effectively and also
manage all associated issues that are related to change. This
poster provides detailed exploration on organizational design
and how it responds towards change management. Also,
relationship between organizational design and change
management will be discussed. Later on, it explains about
different types of changes that could place influence over
organizational design.
There are different types of change that might take place in any company for the common
motive of growth. Incorporation of change allows company in boosting up their productivity
and also makes them eligible of attaining higher growth opportunities. This ultimately results
in the enhancement of profitability. As per analysis it has been determined that there are
range of changes which could affect company's performance as well as its organizational
design. With reference to Marks and Spencer, it has been determined that there are some
main kind of changes that could place influence over organizational design of respective
company. These changes are stated as below:
Transformational change: This is termed as change which includes alternation in business
processes as well as strategy of company so that they can effectively attain success within
provided time frame. It is commonly considered as the vast concept that brings large shift in
organizational culture. With reference to Marks and Spencer, top management team of the
company have to remain self-prepared about implication of this kind of change as it will
directly bring major fluctuation in environment as well as structure. There are probable
chances that employees of the company might not accept this change which will directly
consume time of manager in convincing employees for accepting the change.
Psychological change: Every type of change that is implemented in the company will only
become success when it will get support of the workforce. Here, if Marks and Spencer
wishes to implement change within the company they are initially expected to preliminary
convince its employees about the alteration that simply helps them out in attaining success.
Developmental Change: Development kind of alteration are mainly incorporated within the
company for the common motive of growth. Here, it can be said that developmental change
are planned which is further implemented by manager of company within the decided period
of time. For instance: Implementation of new technology within Marks and Spencer comes
under development change as manager of this company has finalised it as they have
satisfactory amount of time incorporate it within the company. Incorporation of this change
will not at all hamper core structure of the Marks and Spencer as it is implemented with full
and final planning.
Value and Contribution to Organisational Success
EVALUATION THE DIFFERENT TYPES OF CHANGES
With reference to Marks and Spencer, the respective
manager of the company plans to plans to bring
technological change within the company so that they can
bring billing software within stores that will simplify
work of store operator at the time of making bill of its
customers. In order to implement this change effectively
within the Marks and Spencer, the respective manager of
this company emphasizes on adopting Lewin's change
management model that is helpful managing technological
alteration within the company in rightful manner.
Implication of this framework is stated as below:
Unfreeze: This is starting stage where, manager
of Marks and Spencer informs employees about their
proposed change that it’s technological change and its
associated benefit for employees as well as company. This
will prepare employees about what is going to happen in
the company.
Change: It is the actual implementation time of
alteration where manager actually execute technology
within Marks and Spencer and starts providing training to
employees who are going to be use it in future.
Refreeze: this is the last stage where, manager
of company develops effective strategies and policies in
order to provide support to employees so that they can
accept the alteration in quicker manner. Here, it is
essential for manager of Marks and Spencer to ensure that
all employees are now comfortable with the usage of new
software that makes also makes their work easier.
INTRODUCTION
Organizational design is termed as creation of effective
process, role as well as structure for company which ensures
that all associated people are aware with the goals and
objectives of entity. Along with this, it can be said that
business associations with effective organizational design are
able to resolve all problems and issues in better manner as
issues are addressed by taking view from organizational
structure.
Change management is termed as the effective process that is
being incorporated by business manager in order to manage all
associated workforce or people who might have affected due
to change. It also provides support in attaining change
business outcomes in easier manner. It is termed as the
effective practice that must be implemented in every
organization who have implemented any kind of change or
further planning to bring change in company for
organizational success in quicker manner.
LEWIN'S CHANGE MANAGEMENT
CHANGE MANAGEMENT
RELATIONSHIP BETWEEN ORGANIZATIONAL DESIGN
AND CHANGE MANAGEMENT
On the basis of overall information provided in the above section, it has been acknowledged
that relationship of change management and organizational design has both the positive as
well as negative side. In order to understand these, it initially important to develop
understanding over their core relationship. It can be said that business managers often
finalizes the changes and implement it within the company according to their organizational
design or structure. By doing so, it is easier for manager to manage proposed change by
convincing its workforce for the same in rightful manner. The positive side of this
relationship is that it makes whole process of managing change easier for both the manager as
well as employees because whole work is planned. At the same time, the negative side of this
relationship is that it might be more time consuming which might delay company in attaining
their proposed goals.
CONCLUSION
From the overall description provided, it is
comprehended that managing change within the company
is primary job role of manager as if they failed to perform
this the associated company would not be able to achieve
their targeted goals and objectives. Also, it has been
further acknowledged response of organizational design
towards the change management varies on the basis
alteration only. The relationship between change
management and organizational design have both the
positive as well as negative side.