WEEK 9 Chapter 10: Organizational Structure & Change

Chapter 10 covers several concepts dealing with how leaders develop and shape organizations. It described the process of organizational design, which involves setting up organizational structures to address the needs of an organization. Organizational change refers to the constant shifts that occur within an organizational system while organizational development (OD) is the label for a field that specializes in change management. Understanding these concepts can help managers know how to create and direct organizations that are positioned to successfully accomplish strategic goals and objectives.

Bureaucratic structures are a strongly hierarchical form of organizing that is designed to generate a high degree of standardization, centralization, and specialization. In contrast, an organic bureaucratic structure relies on the ability of people to self-organize and make decisions without much direction such that they can adapt quickly to changing circumstances.

The needs of an organization change over time as the organization ages. Different organizational structures are needed at different stages as an organization develops. Change management is the process of designing and implementing change. Organizational development (OD) is the specialized field that focuses on how to design and manage change. Common change models include Lewin’s Change Model, Kotter’s Change Model, Appreciative Inquiry, and Common Adaptive Systems. These change models can be used together, and they should not be considered as mutually exclusive. These models can be used in different combinations to design change processes that meet the needs of a particular context.

watch the video lecture & supplemental video(s)

Video Lecture

Welcome to this week’s video lecture! I’ll walk you through the key concepts from Chapter 10 using a PowerPoint (see below) as the visual guide. The slides highlight main ideas, definitions, and examples while I explain their connection to real-world management. Keep your textbook nearby and pause as needed to take notes—this will help with quizzes and exams.

Supplemental Video

You’ll also find a short supplemental video from the textbook publisher that reinforces these concepts with additional examples. I recommend watching it after reviewing the chapter and slides to strengthen your understanding and prepare for quizzes, discussions, and exams.

Disruptive Innovation Explained

In this video, Professor Clayton Christensen explains the concept of disruptive innovation, an idea that transformed how businesses understand change and competition. A disruptive innovation isn’t just about making a product better—it’s about making it simpler, cheaper, and more accessible so that more people can use it. Using the computer industry as an example, Christensen shows how technology evolved from expensive mainframes to affordable smartphones, allowing millions of new users to benefit. He also introduces the Innovator’s Dilemma, the challenge companies face when deciding whether to focus on improving existing high-end products or to take risks creating lower-cost innovations for new markets. Christensen’s ideas have influenced major leaders like Steve Jobs and Andy Grove, teaching them—and us—that the key to innovation is not just having the right answers, but learning how to think strategically about the future, even when there’s no data yet to guide the way.

Review the PowerPoint Presentation

Use the PowerPoint presentations in Canvas as a study tool. They highlight key concepts, definitions, and examples, making them a great resource for note-taking and review. Adding your own annotations will deepen your understanding and help you prepare for quizzes and exams with a strong, personalized study guide

Chapter 10 Organizational Structure & Change.pdf.