Lc-grad3 gcu

Topic 1 DQ 2

https://lc-grad3.gcu.edu/learningPlatform/images/profimg_small.jpg

System Admin

Max Points: 10.0

What environmental forces drive organization development in your field or industry? What are the steps successful organizations take when responding to change? Have you experienced forces of change in your work environment? How did the changes affect your organization?

Me

2 posts

Re:Topic 1 DQ 2

The environmental forces that drives organizational development in manufacturing sectors are technology, globalization, economic conditions, political and social condition, energy production and political and social conditions. The versatile organizations do not encounter such difficult in assimilating the organizational changes stirred by environmental forces. Hence, the successful organizations immediately modify their strategies with respect to the encountered changes (Nguyen, 2015). Moreover, they also change their organizational objectives that align with the permeated modifications. They concede the change without any resistance and immediately transform themselves. For instance, if the change is in the form of technological advancement they immediately adopt the latest technology. I have experience such changes in my organization, in the form of recession increasing unemployment and technological advancement. These changes resulted in downsizing, and increased investment in research and development.

Nguyen, T. (2015, Jun 10). Four Major Forces Creating Change in Organizations Today. Retrieved from LinkedIn: https://www.linkedin.com/pulse/four-major-forces-creating-change-organizations-today-18-500-

Topic 2 DQ 1

https://lc-grad3.gcu.edu/learningPlatform/images/profimg_small.jpg

System Admin

Max Points: 10.0

Why is vision essential to facilitating successful change in an organization? What is the correlation between a leader's role/vision and a successful change initiative? Describe a vision that you have seen/heard/read/viewed that you felt inspired successful change. How did this vision influence people's behavior and attitudes toward a major change initiative?

Re:Topic 2 DQ 1

The vision which is imparted by the leader actually is a motivation statement, which renders the future of the company. It provides purpose to the team members and reinforce them to work together. A compelling vision is indispensable for the organization to attain growth. The vision of the leader is a vital element of transformational leadership, thereby, it conjure up the proactive behavior of people (Griffen, 2014).

I am quite inspired by the vision of Amazon which is, “Our vision is to be earth's most customer centric company; to build a place where people can come to find and discover anything they might want to buy online.” Amazon’s vision has significantly changed the shopping behavior of the people. Now people are more inclined towards online shopping rather than buying things from shops. In this way Amazon’s vision has influenced people’s behavior and attitude towards major change (Kotter , 2011).

Kotter , J. (2011, Jun 07). How to Create a Powerful Vision for Change. Retrieved from Forbes: https://www.forbes.com/sites/johnkotter/2011/06/07/how-to-create-a-powerful-vision-for-change/#3be09a6151fc

Topic 1 DQ 2

https://lc-grad3.gcu.edu/learningPlatform/images/profimg_small.jpg

System Admin

Max Points: 10.0

What environmental forces drive organization development in your field or industry? What are the steps successful organizations take when responding to change? Have you experienced forces of change in your work environment? How did the changes affect your organization?

Me

2 posts

Re:Topic 1 DQ 2

The environmental forces that drives organizational development in manufacturing sectors are technology, globalization, economic conditions, political and social condition, energy production and political and social conditions. The versatile organizations do not encounter such difficult in assimilating the organizational changes stirred by environmental forces. Hence, the successful organizations immediately modify their strategies with respect to the encountered changes (Nguyen, 2015). Moreover, they also change their organizational objectives that align with the permeated modifications. They concede the change without any resistance and immediately transform themselves. For instance, if the change is in the form of technological advancement they immediately adopt the latest technology. I have experience such changes in my organization, in the form of recession increasing unemployment and technological advancement. These changes resulted in downsizing, and increased investment in research and development.

Nguyen, T. (2015, Jun 10). Four Major Forces Creating Change in Organizations Today. Retrieved from LinkedIn: https://www.linkedin.com/pulse/four-major-forces-creating-change-organizations-today-18-500-

Topic 2 DQ 1

https://lc-grad3.gcu.edu/learningPlatform/images/profimg_small.jpg

System Admin

Max Points: 10.0

Why is vision essential to facilitating successful change in an organization? What is the correlation between a leader's role/vision and a successful change initiative? Describe a vision that you have seen/heard/read/viewed that you felt inspired successful change. How did this vision influence people's behavior and attitudes toward a major change initiative?

Re:Topic 2 DQ 1

The vision which is imparted by the leader actually is a motivation statement, which renders the future of the company. It provides purpose to the team members and reinforce them to work together. A compelling vision is indispensable for the organization to attain growth. The vision of the leader is a vital element of transformational leadership, thereby, it conjure up the proactive behavior of people (Griffen, 2014).

I am quite inspired by the vision of Amazon which is, “Our vision is to be earth's most customer centric company; to build a place where people can come to find and discover anything they might want to buy online.” Amazon’s vision has significantly changed the shopping behavior of the people. Now people are more inclined towards online shopping rather than buying things from shops. In this way Amazon’s vision has influenced people’s behavior and attitude towards major change (Kotter , 2011).

Kotter , J. (2011, Jun 07). How to Create a Powerful Vision for Change. Retrieved from Forbes: https://www.forbes.com/sites/johnkotter/2011/06/07/how-to-create-a-powerful-vision-for-change/#3be09a6151fc

Topic 2 DQ 2

https://lc-grad3.gcu.edu/learningPlatform/images/profimg_small.jpg

System Admin

Max Points: 10.0

According to the textbook, people are more motivated when "they are shown a truth that influences their feelings" than they are by analysis. Discuss the relevance of this statement for organizations growing and responding to change. What responsibility does a leader have to honor stakeholder concerns when "feelings" are the primary basis for the concerns?

Points: 10 Jun 11, 2018 12:54 PM 0 Like

Profile Picture

Me

3 posts

Re:Topic 2 DQ 2

It means that organizations that respond to the change are actually got motivated by something that influence the feelings of its employee. It could be a leader or incentive system. The leadership plays a crucial role here. Leadership can influence people’s feeling that work within an organization. Leadership can itself effect the people of organization if it is adequately effective. Hence, we can say that organization respond to change when the get influenced by the truth that actually stir them.

In this way, leaders have a high responsibility to honor the concerns of the stakeholder by stirring their feeling which can be happened if leadership itself is effective enough. Hence, leader should foster trust among the stakeholders share their knowledge with them. And posit highly transparent information to them.

Reference

Kotter, J. P., & Cohen, D. S. (2002). The heart of change: real-life stories of how people change their organizations. New York: Harvard Business School Publishing.

Topic 3 DQ 1

https://lc-grad3.gcu.edu/learningPlatform/images/profimg_small.jpg

System Admin

Max Points: 10.0

Compare and contrast two different change models. What leadership approach would you use to implement your preferred model? Why?

Re:Topic 3 DQ 1

Lewin’s model is one of the cornerstone model for comprehending the organizational change. It has three simple stages which are unfreeze; which is a preparation Show your employees that change is necessary. Next, challenge the processes, values and culture of your company. Is your company’s present state conducive to your change goals? According to Lewin, the unfreeze stage is the most difficult of the entire process. And it’s no surprise. You’ll challenge everything you and your employees know about your company, leading to uncertainty.

The next stage is change this is where your employees begin accepting and adopting the change. This can be an intense period as employees acclimate to change and flex their problem solving muscles in new ways. To ease this process, provide plenty of support. Then comes freeze. Change stabilizes how your company will operate going forward. Employees are now acclimated to new business processes and accept new ways of performing duties. Your company supports and practices the changes entirely.

On the other hand, there is ADKAR model which is a change management model that’s goal focused. According to the model, everything you do during the change management process is sequential: you must achieve cumulative goals during the process to achieve your overall change goal. Successful change happens when phases of change for your business and your employees happen simultaneously. ADKAR stands for awareness, desire, knowledge, ability and reinforcement.

Out of these two model I would like to implement AKDAR model for change because it is the simplest form of change model with profound and effective attributes as compared to the Lewin model that I found little complex (Shaw, 2015).

Reference

Shaw, G. (2015, Sep 02). 4 change management models for your small business. Retrieved from CWB National Leasing : https://www.cwbnationalleasing.com/en/blog/entry/4-change-management-models-for-your-small-business

Topic 3 DQ 2

https://lc-grad3.gcu.edu/learningPlatform/images/profimg_small.jpg

System Admin

Max Points: 10.0

What is "disruptive change," and how is this different from "incremental change?" How does disruptive change affect an organization? Provide an example.

Profile Picture

Me

3 posts

Re:Topic 3 DQ 2

Disruptive change refers to irreversible change that effects the portion of organization. This change is primarily caused by the market trends that actually cause shift in the mode of production in order to meet the organization demands. The business models in disruptive change are fundamentally challenged. Incremental change refers to the sustainability and efficiency improvements in the organization, in its processes and operations such as supply chain (SMITH , 2014).

Disruptive change affects the entire value network. These disruptive changes include change in the regulations, policies and legislation. It involves pervasive customer dissatisfaction, availability of affordable products and convenient services and public sentiments etc. The disruptive changes have significant impact on organizational productivity and profitability including its customer base. The plausible example of disruptive change is the emanating trend of online buying ( Bower & Gilbert, 2002).

References

Bower, J., & Gilbert, C. (2002). Disruptive Change: When Trying Harder Is Part of the Problem. Retrieved from Havard Business Review: https://hbr.org/2002/05/disruptive-change-when-trying-harder-is-part-of-the-problem

SMITH , C. (2014, May 06). Meeting the Challenge of Disruptive Change. Retrieved from Change.

Topic 4 DQ 1

https://lc-grad3.gcu.edu/learningPlatform/images/profimg_small.jpg

System Admin

Max Points: 10.0

Discuss the importance of a change agent and a guiding team. What is the purpose of each, and what traits make them successful?

Me

3 posts

Re:Topic 4 DQ 1

The change agent is the individual who reinforce changes within an organization. It eventually paved the way for transformation within organization. Change sometimes seems hostile but it becomes indispensable. The traits that makes the change agent successful are their influential demeanor that make respectable among others, they are always well informed about the project or organization that enable them to recognize the entail change (Kotter & Cohen, 2002).

Guiding team on the other hand, has connections, credibility, reputation, skills and formal authority that is entail to foster change leadership. In order to bring change, a team in entailed with various skill set that include shared objectives, level of trust and plausible composition. A team with the preceding skill set stir highly apt outcomes. Put together a group of right people is very important to foster change.

Reference

Kotter, P., & Cohen, D. S. (2002). The heart of change: Real-life stories of how people change their organizations. Boston, MA: Harvard Business Press. Retrieved from http://gcumedia.com/digital-resources/harvardbusiness-school-press/2012/the-heart-ofchange_real-life-stories-of-how-people-changetheir-organizations_ebook_1e.php

Topic 4 DQ 2

https://lc-grad3.gcu.edu/learningPlatform/images/profimg_small.jpg

System Admin

Max Points: 10.0

Discuss two strategies that can be used for leading change. How do these strategies increase stakeholder support and create momentum for a change initiative to be successful? Why might you want to consider including the most vocal critic of the change initiative in your guiding team?

Me

3 posts

Re:Topic 4 DQ 2

A strategic planning with string commitment and deployed vision are required to reinforce leading change. This will certainly lead to the successful change. The poorly reinforced change could be disruptive in nature. Various leadership strategies are entailed to address the poorly executed change through good communication and teamwork.

A strong communication is profound and impart the conspicuous message that the recommended change will be beneficial and eradicate all the obstacles. Imparting the organizational vision perpetually tells the stakeholder where it is going and why is it imperative to stir everyone’s involvement. As a leader, one should remain persistent towards organizational goals (Gleeson, 2017).

I would include the vocal critic of change initiative in guiding team to impart the organizational vision how it is pertinent to the goals. I will include to show them the importance of embracing innovation in the organizational strategies (Mayberry, 2015).

References

Mayberry, M. (2015, October 30). When Leading Through Change, Adopt These 4 Strategies. Retrieved from https://www.entrepreneur.com/article/252267

Gleeson, B. (2017, October 31). Strategies For Making Organizational Change Stick And Building A Bright Future. Retrieved from https://www.forbes.com/sites/brentgleeson/2017/10/31/strategies-for-making-organizational-change-stick-and-building-a-bright-future/#41dc27246f7a

Topic 5 DQ 1

https://lc-grad3.gcu.edu/learningPlatform/images/profimg_small.jpg

System Admin

Max Points: 10.0

Explain how successful communication is used throughout a change process to convey vision and strategies to stakeholders. What may be occurring with the communication process if the change process begins to fail?

Me

3 posts

Re:Topic 5 DQ 1

Successful communication is important in any change process and is used to make it clear to the stakeholders the vision and the strategies. Organizations use both written and unwritten channels of communication to give crucial change information (Suddaby & Foster, 2017). Such may include the company emails, doing training to employees where they are taught on the importance of the change and how it will impact on their work life (Cornelissen & Cornelissen, 2017). This will also include the various courses of action for the change process and what is expected from each of them. If the change process begins to fail then it means that the channels are not effective, that the information is not delivered as required to the stakeholders. For change to be effective, then information sharing should be reliable.

Topic 5 DQ 2

https://lc-grad3.gcu.edu/learningPlatform/images/profimg_small.jpg

System Admin

Max Points: 10.0

Why is effective and frequent communication so critical to a successful change effort? Describe either a good or a bad example of this from your organization or one that you have studied. Describe how the communication affected the various stakeholders affected by the change effort.

Me

3 posts

Re:Topic 5 DQ 2

Change processes thrive on communication that is frequent and effective (Suddaby & Foster, 2017). Frequent and effective communication ensures that every stakeholder knows the direction, the purpose and the expected results of the change process (Shockey-Zalabak, 2014). This also ensures that there is timely feedback and update on the progress of the change process. A bad example of communication in a change process is when employees are supposed to adjust their reporting time and the supervisors fail to make it clear to all the employees. The company loses in its overall productivity and also takes long to implement the change, there is also a state of confusion for the employees. Organizations should ensure that as they plan for changes, every stakeholder gets the required information at the right time.

Topic 6 DQ 1

https://lc-grad3.gcu.edu/learningPlatform/images/profimg_small.jpg

System Admin

Max Points: 10.0

What types of obstacles/objections do leaders face from stakeholders when implementing change within an organization? What strategies can leaders use to work with stakeholders, remove obstacles, and address objections?

Me

4 posts

Re:Topic 6 DQ 1

Resistance is common in any change process and this is especially because changes come with a lot of uncertainties. People may not support change due to fear of the unknown and this is manifested in different ways, these are the obstacles to the change process (Suddaby & Foster, 2017). Some of the obstacles are insufficient resources, poor channels of communication and also inadequate reward systems (Anderson, 2016). Some of the strategies leaders can adopt to minimize the chances of change failure are effective communication to make sure that all stakeholders are well informed and having all the resources needed for the change process. Barriers to change should be evaluated and addressed as they occur if the change process is to succeed.