Large reorganizations are widely viewed as disruptivethreatening to employees and many stakeholders, as well as almost never money-saving. Organization changes do have these characteristics, but one needs to consider the outcomes to determine whether they have value.
The emergence of new problems or the need for a new, high-priority program will sometimes require a new organization. Existing organization problems, such as duplication of effort and conflict, may necessitate change. Some organiza
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