Answer to Question 1
Gaining leadership support can build critical internal mass for change. If key leaders endorse the ideas, others will go along. Identifying and neutralizing change resisters is important for individuals who are promoting organizational change. Educating the work force helps to reduce fears of an unknown future. Tell them what the changes may mean for them, show emotional sensitivity to the communication, and address the question from the employees' perspective. Selling the need for change involves convincing top management to accept the idea that change is needed. Involving employees in the change effort can help to build their commitment to the change. Rewarding constructive behaviors is especially important during any transition period. The rewards can be anything from praise to financial. Creating a learning organization can cultivate the capacity to adapt and change continuously. Taking the situation into account is essential because precisely how one should approach the change process depends on the nature of the situation being faced.
Answer to Question 2
Organizational structure is the way individuals and groups are arranged with respect to the tasks they perform. Organizational design is the process of coordinating these structural elements in the most effective manner. Structure is who is responsible for what. Design is how they work together.
Evolutionary change in the tetrapod lineage, showing a transitional form.
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