Which option BEST describes a change in an organization's design?

A structural change in an organization refers to modifications in the framework that define how tasks are divided, coordinated, and supervised. This includes alterations in the hierarchy, departmental organization, reporting relationships, and the overall integration of different teams within the organization. When an organization experiences a structural change, it often involves a realignment of resources and processes to improve efficiency, improve communication, or respond to external pressures and new strategies.

This type of change plays a crucial role in shaping the organization's ability to meet its goals and respond effectively to challenges. For instance, an organization may adopt a new structure to streamline operations, remove redundancies, or foster collaboration between departments. Understanding structural changes is pivotal for leaders, as it impacts not just workflow but also employee roles, morale, and the overall culture of the organization.

In contrast, cultural change pertains to the underlying values, beliefs, and norms within the organization. Operational change usually focuses on enhancing specific processes or workflows without altering the overarching structure. Policy change would involve updates to rules or guidelines that govern behavior within the organization but does not necessarily alter the structural hierarchy. Each of these options describes a different aspect of change, but only a structural change specifically addresses modifications in how the organization is designed and operates as a whole.