Description
Q – Please read the discussion Attached and prepare a Reply to this discussion post with comments that further and advance the discussion topic.
The reply needs to be substantial and constructive in nature. it should add to the content of the post and evaluate/analyze that post Discussion
Please provide the references you used.
Word limit: 200 words.
Introduction:
Organizational change is a natural business phenomenon through which organizations minimize stagnation
and maximize flexibility, creativity, and productivity (Struckell et al., 2022). A crisis can occur in an
organization through organizational change, which may be structural, technological, or even a shift in
organizational values, both as change leaders and as members, team advisors, and recipients. The change
process experiences different dynamics to encounter challenges. This concern offers a proposed strategy
for each role to encourage persons to ascend the duties and responsibilities of the area so they can
effectively support change within an organization.
Advice for Change Leaders
•
•
•
Communicate a Clear Vision: In this role, communicate frequently. The change initiative’s reasons,
advantages, and approaches are communicated often and compulsively. Having a clear vision in
place minimizes the level of resistance because everybody is on the same page (Rydén et al.,
2019).
Lead by Example: The worst thing you can do is turn around and do the opposite of what you
expect from people. When a leader shows commitment and relatedness to change, the rest of the
team will believe in change and support change (Khaw et al., 2023).
Support and Resources: Provide the team with the required knowledge, skills, and coaching to
work effectively and boost their morale for the change. Stop things slowing you down and assert
yourself in appreciation of the maintenance of motivation among the members (Rydén et al., 2019).
Advice for Team Members
•
Embrace Collaboration: Cross over and participate with other team members to share and gain
expertise, suggestions, and strategies. Coordinated working increases innovative processes and
guarantees shared responsibility for problem-solving.
• Stay Flexible: Accept the need to acquire new knowledge or change your position as a result of the
change. This will allow you to find relevance and positively contribute to the process.
• Maintain a Positive Attitude: People do not like change, which is valid for other aspects of life;
however, a constructive attitude enables you to shift your energy and see possibilities instead of
difficulties. Persuade other students who may feel challenged when changing from their present
shift to the new one.
Advice for Advisors
•
Understand the Organization’s Culture: Consult and make recommendations that will fit and revolve
around the organizational values, norms, and practices in place (Stein, 2021). Getting advice from
within the cultural aspect is more appropriate since such advice will be quickly adopted.
• Provide Evidence-Based Guidance: Share the information and bring examples of positive changes
that other organizations went through to illustrate the effectiveness of similar changes. Quantitative
data support convinces decision-makers and has more substance than qualitatively collected data.
• Act as a Neutral Party: Neutrality means a neutral person does not take sides when handling
disputes and complaints based on fairness. It also helps develop trust among all the stakeholders
and keeps the decisions made neutral.
Tips for Change Recipients
The stakeholders affected by the change are the recipients, who may be relaying it even if they have
reservations or doubts about it.
•
Stay Informed: One should search for information about change and what it means to counter the
effects of anxiety.
•
•
Adopt a Growth Mindset: See it as a change for individual growth and career progress.
Communicate Concerns: Always constructively present criticisms to the leaders or advisors to
solve problems or enhance performance.
Conclusion
Organizational change is a natural business phenomenon through which organizations minimize stagnation
and maximize flexibility, creativity, and productivity. A crisis can occur in an organization through
organizational change, which may be structural or technological, or even result in a shift in organizational
values, both as change leaders and as members, team advisors, and recipients. The change process
experiences different dynamics to encounter challenges. This concern offers a proposed strategy for each
role to encourage persons to ascend the duties and responsibilities of the area so they can effectively
support change within an organization.
References
Khaw, K. W., Alnoor, A., Al-Abrrow, H., Tiberius, V., Ganesan, Y., &Atshan, N. A. (2023). Reactions
towards organizational change: a systematic literature review. Current Psychology, 42(22), 19137-19160.
Rydén, P., & El Sawy, O. A. (2019). How managers perceive real-time management: Thinking fast &
flow. California Management Review, 61(2), 155-177.
Stein, H. F. (2021). Listening deeply: An approach to understanding and consulting in organizational
culture. Routledge.
Struckell, E., Ojha, D., Patel, P. C., &Dhir, A. (2022). Strategic choice in times of stagnant growth and
uncertainty: An institutional theory and organizational change perspective. Technological Forecasting and
Social Change, 182, 121839.
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