Organisational Design and Change Management: A Case Study Analysis

This presentation examines the concepts of organisational design and change management, focusing on their interrelationship and impact on business success. The presentation begins by defining organisational design and its role in achieving business objectives, followed by an exploration of change management principles and the need for change in contemporary business environments. It highlights the importance of adapting to market changes and the challenges associated with implementing change within an organisation. The presentation then introduces Lewin's Model of change management as a framework for initiating and managing change effectively. It also discusses different types of changes that can affect organisational design, such as transformational changes, and it uses the example of Marks & Spencer (M&S) to illustrate how a divisional organisational structure can be managed. The presentation concludes by emphasizing the proportional relationship between change management and organisational design, asserting that effective change management is essential for achieving positive outcomes and adapting to the ever-changing business landscape.

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Organisational design is described as
the set of activities that assists in
aligning of organisational structure so
that objectives and targets can be
attained in timely manner. Change
management include different tactics
which so that changes in a workplace
can be managed in a proper manner.
This presentation poster is going to
evaluate the way through which
organisational designs adopts change in
a company. Also, this poster will
represent relationship between change
management and organisational design.
Organisational Design
and Change management
Need of change in
organisational design
Value and contribution towards organisational success
P4 Analyse the manner in which organisational designs give response and adapts change
management and their relationship in specific business situation
)
In case of M&S, company follows divisional
organisational structure as it operate in global
manner and multiple division of company helps
in efficient work management. In this
organisational design, each division acts like an
individual unit which is not dependent on other
units to perform their activities and operations.
But, this leads to competition among different
divisions of a company due to which overall
objectives of firms get compromised in some
situations.
Divisional organisational structure
is traditional organisational design.
As time is changing, organisations
are adopting contemporary
organisational designs so that
changing needs of markets can be
fulfilled in an appropriate manner.
In this context change management
is needed in M&S. By carrying out
change and adapting different
organisational design, efficiency of
company will further improve. But,
carrying out change is difficult as
employees are comfortable in
present scenario and they will
resists any kind of variation in their
usual routine.
Introduction Discussion
Organizational design
Change management

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P4 Analyse the manner in which organisational designs give response and adapts change
management and their relationship in specific business situation
Different changes
that can impact
organizational
design
Lewin's Model of
change
management
Transformational
change
Psychological change
Relationship in
between the
organizational
design and change
management:
CONCLUSION
As per this poster, it can be
comprehended that initiating and
adopting change in an organisation is
important. Without change management,
adapting change can results in getting
negative outcome. Best model to initiate
change in a company is Lewin change
model. Change management and
organisational design shares a
proportional relationship with one
another.
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Gurr, D., 2015. A model of successful
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References