What can we learn from change strategies Essay Example | Topics and Well Written Essays - 500 words

What can we learn from change strategies - Essay Example is going to discuss how the programme of change affects the structure of the organization illustrating briefly the organization structure prior to change and the results of the change programmes. The paper will also discuss the impacts of change on the staff and systems in relation to motivation and engagement of staff and the new way in which they have to work following the change. Hill and Jones (2007) noted that the programme of change has positive impact on the structure of the organization as the changes are meant to improve ways of achieving the goals and objectives of the Companies. Strategic changes occurred in Asda Superstore in order to deal with new products in the market, increased competition, new government regulations, changing the workforce and technological developments hence the business was assured of success. Prior to the change the organization structure of Asda Superstore was simple since they had less employees and managers and hence running the business was easier. Changes had to be considered because the supermarket was struggling to increase sales and change in consumer habits that were driven by the increase in online shopping and low incomes among customers made it difficult to succeed. Change programmes were initiated after the demand of the products in Asda superstore increased and therefore there was need to change strategies so that they can meet the needs of the customers. Jansson (2008) stated that the organizational structure for Asda superstore was refined, their accountabilities clear, duplication removed and decision-making made swift and communicated transparently. The strategic changes in Asda superstore had a positive impact on the staff and systems, as they were encouraged to contribute to the success of the organization by being given a chance to share their ideas and being involved in the decision-making processes (Samson and Bevington, 2012). After the strategic changes, some staff members were motivated by being