MANAGEMENT 2
The Impact of Existing Structures and Systems on Change
The available structures aided in achieving organizational changes since they were used
as learning tools. It is quite impossible for any organization to make change without teaching the
workers about the importance of that particular modification. However, the existing structures
ensured conduction of detailed lesson to improve the firm’s culture. Despite the positive
influence of the current structures, a different use would have ascertained and advance change at
the institution (Marten, 2008). Arguably, instead of introducing them when the firm was about to
initiate change, the management should have made use of existing structures before the
innovation period, hence realization of advanced growth.
The human resource is the one who influenced the systems to achieve the desired changes
in the organization. As previously provided the primary intent of the programs was to control the
workers to enable them to adjust to changes in the business. Relatively, it is HR’s role to cater
for the employee’s needs and address their complaints, and that is the reasons why the
department had to influence this project (Cawsey, Deszca, & Ingols, 2015). Notably, the human
resource department took the employees through a learning process where they underwent
teaching about the advantages and disadvantages of organizational change about the existing
structures. After managing to initiate the move, the other essential factor is management to
ensure that they fit into the organization’s culture. The most applicable technique of handling
these modifications is through continuous learning amongst the workers. While they might have
adapted the adjustment during the first phase, they might find it difficult to keep up with the
system because it is a new development in the firm. However, continuous education on the
structures will ascertain realization of the business objectives.
