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This is a question asked about the reply to DQ 3 that you did can you give me a response for it.

You stated that changing method means changing what everybody in the association uses to match the organization's needs. Given this premise, what do you suppose would happen if a restructure was not explained to anyone. Instead everyne was told that it was just a review of how each position functions with the others. How would the employees react when they got the news that it was a restructure and that they were either being moved to an entirely new postion, with either no change in page or a decrease in pay or that they were being terminated as their position had been eliminated? Have you seen any instances of that and how would you, as a servant leader, proceed if this were the case?

Can you give us an example of what you are talking about?

this is what was posted that she needs a example for.

In each dynamic association, the rebuilding or restructuring is an extremely essential component for its further development. There are numerous managing standard and course of activities, which should be taken after and when the association chooses they need to restructure. Some of them are as per the following: Select hierarchical variables: These are the variable that chief is anticipating change and impact amid restructure planning stage. Ex-Department units, topographically scattering in a global business, distinctive layer of administration, and so forth. Some other hierarchical variables are as per the following: technology, human resource management, leadership, culture, business environment and strategic planning.