Which method is commonly used to assess the effectiveness of a change implemented in an organization?

The use of experimental design as a method to assess the effectiveness of a change implemented in an organization is grounded in its ability to establish cause-and-effect relationships. This method involves systematically manipulating one or more variables while controlling other factors to isolate the impact of the change.

In an experimental design, groups can be created to test different conditions—such as a control group that does not receive the intervention and a treatment group that does. By comparing the outcomes between these groups, organizations can draw conclusions about how the implemented change has affected performance or results. This approach is particularly powerful because it minimizes bias and allows for greater confidence in attributing observed results directly to the changes made.

In contrast, other methods like surveys and case studies may provide valuable insights but typically lack the rigorous control and manipulation of variables that are hallmarks of experimental design. Surveys gather subjective opinions and perceptions but do not inherently establish causal relationships. Longitudinal studies track changes over time but do not manipulate variables in the way necessary to draw definitive causal conclusions. Therefore, for assessing the effectiveness of an organizational change, experimental design stands out as a robust method due to its structured approach to determining causal impacts.