Te approach to a structural change in an organisation is as follows:

Phase 1 Te necessity for change, as well as the vision and objectives of the new organisation, are expressed by the management team. Te new structure is described in broad outline. Te departmental head responsible for the implementation of the change incorporates these into a report, which is submitted to the various communication nodes in the organisation. Tese nodes can respond to it and, if necessary, adjustments can be made on the basis of their reactions. After adjustment, the report is submitted to the board of management for approval.

Phase 2 Personnel from middle and lower levels of management are involved. Two section heads are made responsible for this process and they will be assisted by a personnel consultant.
Phase 3 Te operational work and the staf and supporting services are further organised. Small working groups are assigned responsibility for small parts of this.
A (yet to be appointed) project leader will manage and coordinate the groups in collaboration with the newly appointed management.
Phase 4 A year after the implementation of the change, an evaluation takes place.
On the basis of this evaluation, adjustments can be made.
a Which form of approach – design or development – was chosen here?
b Which type of change structure has been used here?