The objective of restructuring and change is to improve and develop organizations to achieve effectiveness and awareness for restructuring through better management and individual suitability, telecommunication methods and structures. Say no to plagiarism. Get a tailor-made essay on "Why Violent Video Games Shouldn't Be Banned"? Get an Original Essay The nature of organizational structure and change requires softness, creativity, modernization, knowledge, and culture to motivate and prepare staff for change ( Amenakis, et al., 1993). There is no doubt that all organizations seek to have the right people, in the right place, with the right skills at the right time. This objective is essential and vital for both public and corporate organizations to achieve the short and long term goals of the organization, furthermore, to identify, implement and contract with the new strategies. This goal has been considered one of the most important benefits of human resource planning in recent decades. (Iacovini, J. 1993). To achieve their goals and work effectively, as well as reduce costs, a number of organizations and companies have changed the strategic fundamentals of workforce policies and plans. It is believed that technological innovation, digital transformation, Internet, automation, etc... are changing the focus of work and could eliminate numerous jobs as they will influence the way jobs that require new skills are carried out, consequently many existing skills measured have less value. (Mankins, 2017) Understanding Restructuring and Change Undoubtedly, employee recognition of the restructuring and change efforts that have been made in both the city planning department and the economic development department is a critical insight into the desire for change . Furthermore, the workforce's view of the company's enthusiasm for structure and change has been understood as one of the most significant aspects in matching sources of resistance to any change (Eby, et al., 2000). It is suggested that people, as the first choice for change, are critical to the success of change efforts because of their behaviors, knowledge, inspiration and primary knowledge from an important part of the organizational environment as restructuring can be an attempt, this reluctant can soften or weaken the change (Smith, 2005). Of course, recognize that the process of restructuring and change influences employee attitudes and behavioral intentions in the face of impending change. In addition to the interpretation of previous information and experience, the willingness to change also influences, and this can improve efficiency and save costs for the organization (Eby, et al 2000). In the case study, Mr. Cliff has to be careful with the employees because it is believed that the employees think that in case of organizational change they will not get any benefit and probably they will get more work or the number of employees will have to be reduced. Therefore Mr Cliff has to formulate a very intelligent restructuring strategy which can influence the employees and their improvement through these restructuring and changes (Smith, 2005). The vision for restructuring and change The organization must have a clear vision of the restructuring process because without a reasonable vision, restructuring and change efforts can turn into a list of problems and confusion, and this will disrupt the change efforts and perhaps he will lead the organization in the direction.