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THIS INSTRUCTOR NEEDS AN ANSWER FOR EACH STUDENT SEPERATELY – THIS IS FOR ATTENDANCE CREDIT SO JUST MAKE IT A MINIMUM OF 150 WORDS EXCLUDING THE REFERENCE
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THE REFERENCE NEEDS TO BE A NARRATIVE CITATION
Original question- What do you believe are the most significant barriers to organizational change? What do you believe are the most significant elements to consider to ensure successful change? Support your view.
READ EACH STUDENTS DISCUSSION POST AND RESPOND TO THAT STUDENT – JUST GIVE YOUR THOUGHTS- DO YOU AGREE OR DISAGREE WITH WHAT THEY SAID
Victor
Hello class,
While Pacuraru (2012) indicated that every organizations are usually face with an unprecedented number of both challenges and as well as opportunities. The author believes structures and processes characterize new organizations and ways of working. Market globalization can be a significant barrier to organizational change and imposes new change on organization and customers. When there is a change organizational perspective there will be an effect on organizational environment. Also, Martínez‐León and Martínez‐García (2011) in Germain (1996) suggested that characteristics of organizational structure can be seen as critical elements influencing company productivity and innovation. Lastly, BEN-NER and LLUIS (2011) argued that constant competitive pressure are also significant barriers to an organizational change. Improving organizational structure in order to get their employees and managers to do a better job. Employees and leadership teams alike can be the biggest barrier to that action being effective, or they can help that positive change sweep through an entire business, (Team Spekit, 2021).
Team Spekit (2021) concluded that the single most usufully element to true organizational change is the human side. To them organizations are made up of people, and it’s the people who ultimately will determine whether leadership is effectively managing that shift. These people range from executive teams to the newest employees. The team also found out that any type of change could be challenging to people, so it’s important to not only focus on the design and implementation of any major company shift. As organizations review every other element of bring together the change into progress, how people will react to that process and action must be taken first and foremost. Shaking up management processes can have great benefits and keep a company competitive in a rapidly changing market, but getting there is often the greatest issue.
DO YOU AGREE WITH VICTOR? YES OR NO ? PROVIDE A NARRTIVE CITATION FOR A REFERENCE
Tyler
Change, whether organizational or personal, is a challenging and dynamic topic. There is no single lever or barrier that ensures change is successful or unsuccessful. Organizations changing certainly need to be cognizant of many things, the environment around the organization during the change and the organization’s needs during the change. According to Bhojwani (2015), organizations must be careful and deliberate with resource planning to ensure the new environment can be met with the appropriate capabilities. This highlights the need at the organizational and even at the personal level to plan the changes carefully, drilling down and making a solid determination of what the second, third, or fourth order effects may be of that change.
If I were to assert what is most important for a successful organizational or individual change, it would be relatively simple, make people feel safe. Though it is simple to say, it is an in-depth process to make someone else or yourself feel safe when there is a new experience or a substantial change in an execution method. According to McLeod (2007), Physical and emotional safety is foundational to human needs and requires individuals or organizations to meet their full potential. This is one principle that is universally true regardless of the organization or the type of change that is to be undertaken. This is true simply because human psychology is present in every organization. The reality is that every conversation around business growth, personal growth and the community has a common thread and that is human psychology.
According to Ben-Ner and Lluis (2011). An organization’s ability to change and how effective change initiatives are is based in part on its resources. The greatest resource an organization has is its personnel, they will ultimately determine whether or not the organization’s initiatives will be successful or fail. Change can be a challenging time at both a personal and organizational level. To be a great change manager, it is important to recognize this and be sensitive to the needs of the personnel who are involved. An organization with a people-first culture can provide a great jumping-off point for change.
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DO YOU AGREE WITH TYLER? YES OR NO ? PROVIDE A NARRTIVE CITATION FOR A REFERENCE
Corina
According to Daft (2021), change is defined as an organization adopting a new idea or habit. The organization and the change it intend to attempt will determine the barriers for organizational change. Organizational change obstacles are typically cultural, political, or economical. Other obstacles could include staff resistance to change, a lack of a clear plan, and a lack of leadership commitment. Other elements could be ingrained management procedures, culture, and fear of the unexpected. According to Bhojwani (2015), culture is the unwritten yet firmly ingrained set of shared values, conventions, and beliefs that have a significant impact on organizational performance and can ultimately lead to organizational decline.
In Daft (2021), the necessary components of successful change are enumerated as ideas, which are new methods of doing things. A new technique, management philosophy, or product or service could be the culprit. Ideas may originate from within the organization or from outside sources. Leaders must encourage internal creativity as it is a crucial component of organizational change. Unless there is a perceived issue or catastrophe that necessitates a need for change, needs and ideas are typically not given serious consideration. Although managers work to create a sense of urgency among employees so that they recognize the need for change, no business can survive without innovative ideas. A middle manager or lower-level managers might be given the authority to decide what little change to embrace. The board of directors may be required to sign a formal instrument to make a significant organizational change. When new concepts, methods, or behaviors are used by organization members, this is known as implementation. Finally, resources, human energy and activity are needed to bring about change. Change doesn’t just happen; it takes time and money to develop and put into practice a fresh idea. The motivation to see the problem and the solution to it must come from the employees.
Bojessona and Fundin (2020) include having a clear understanding of what you want as one of the additional components for successful change. Having a clear idea will ensure that the desired outcome is attainable. If a change isn’t well communicated, people have a difficult time understanding how and why they should support it. Involving the entire firm is another factor. Organizational leaders must not only create and communicate a vision for change, but also make sure that all levels of the firm are involved in the effort. Although change management must start at the top, it cannot stay there for an extended length of time. Additionally, CEOs can improve the success of their company’s transformation projects by working with change agents. These unofficial leaders mentor others by setting an example for how to deal with change and cultivate an accepting attitude. Change projects that are effectively communicated to all stakeholders have a higher chance of success.
DO YOU AGREE WITH CORINA? YES OR NO ? PROVIDE A NARRTIVE CITATION FOR A REFERENCE
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