The objective of Restructuring and Change is to improve and develop organizations to achieve restructuring efficiency and awareness through improved individual management and suitability, telecommunications methods and frameworks. Say no to plagiarism. Get a tailor-made essay on “Why violent video games should not be banned”? Get an original essay The nature of organizational structure and change needs gentleness, creativity, modernization, knowledge and culture to motivate and prepare staff for change (Amenakis et al., 1993). There is no doubt that every organization seeks 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 commercial organizations to achieve the short and long term objectives of the organization, in addition to identifying, realizing and negotiating with the new strategies. This objective 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 efficiently, as well as reduce costs, a number of organizations and businesses have changed their core strategic principles when it comes to workforce policies and plans. It is believed that technological innovation, digital transformation, Internet, automation, etc.… are changing the core of work and could eliminate many jobs, as this will affect the way of performing jobs that require new skills, this which will result in many existing skills being less valuable. (Mankins, 2017) Understanding Restructuring and Change Undoubtedly, employee recognition of the restructuring and change efforts that have taken place within the Department of City Planning and the Department of Economic Development is undoubtedly a critical vision of 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 important aspects in matching the sources of resistance to any change (Eby et al., 2000). It is suggested that people, as the first choice for change, are essential to the success of change efforts because of their behaviors, knowledge, inspiration and primary knowledge derived from a significant part of the he organizational environment to the extent that restructuring may be an attempt. can soften or undermine change (Smith, 2005). Certainly, recognition of the process of restructuring and change affects employees' attitudes and behavioral intentions in the face of impending change. In addition to the interpretation of previous information and experience, the willingness to change is also influenced, which can improve efficiency while reducing costs for the organization (Eby et al 2000). In the case study, Mr. Cliff needs to be careful. with employees because it is believed that employees think that if there is an organizational change, they will not benefit from it and will probably get more work or the number of employees will have to be reduced. Therefore, Mr. Cliff must formulate the restructuring strategy very intelligently so that it can influence the employees and their improvement with these restructurings and changes (Smith, 2005). The vision of restructuring and change The organization must have a clear vision of the restructuring process because without a reasonable vision, restructuring and change efforts.