Description
Reply to Summary Thoughts on Organizational Change Discussion 2
Q – Please read the discussion below and prepare a Reply to this discussion post with comments that further and advance the discussion topic.
Please provide the references you used.
Ensure zero plagiarism.
Word limit: 130 words
Discussion
Summary Thoughts On Organizational Change
Change is inevitable and organizations need to be prepared for change. As things change, organizations have less ability to control what changes, making the process of managing change a complex and risky endeavor (Errida & Lotfi, 2021). However, change agents and leaders can take action to address the change. If I were a member of an organization, I could play four different roles during the change process. I could be a change leader or play the role of a member of a team implementing the change. I could also play an advisory role or be the recipient of the change initiative.
The role of a change leader
The change leader is the person driving and managing the change process. I would advise other change leaders to communicate the change effectively. A successful change leader communicates the vision for change to all stakeholders effectively (Deszca, Ingols & Cawsey, 2020). The leader ensures all employees are aware of the changes taking place. Then, I would tell change leaders to engage others throughout the change process. They should take the input of other stakeholders like employees and specialists so that the change process is smooth and seamless. I would also advise other change leaders to adapt to the worldwide changes and trends. They should consider the social shifts, technological trends, political changes, and economic changes happening in the world and align with them.
The role of a member of the team implementing the change
As a member of a team that is implementing the change, I would advise others to include experts and specialists in the teams. The change process needs people with technical skills and knowledge. Additionally, I would advise the team to be champions for change even if they are not the leaders. They can be proactive in advocating for change within the organization and convince others to accept the change. I would also advise team members to embrace diversity and collaboration. The team should include members from different backgrounds so that the change process is inclusive. Having a diverse team is advantageous as it ensures the active participation of different members and minimizes resistance to change.
Advisory role
If I were to advise others on change management, I would tell them to hire specialists and individuals with change management competencies. I know that to be successful in managing change, organizations need access to individuals with technical and general knowledge of change management (Deszca, Ingols & Cawsey, 2020). Therefore, organizations need knowledgeable people to help them deal with complex change processes. Then, I would advise the organization leaders to be a guide to others and not dictate their actions. The leaders should inspire others to follow them instead of forcing them to accept the change. I would also advise the change agents to start meaningful change even if only a few people believe in the change. After all, not everyone will join in, but the change has to occur.
The role of a recipient of change initiative
As a recipient of change, I would advise others to embrace change because it is inevitable. I know that some members may resist change, but I would advise them to be always open to change because it is bound to happen. I would also advise others to be adaptive and flexible. Since organizational change can be both continuous and discontinuous, the recipients of change need to adapt to the change ((Deszca, Ingols & Cawsey, 2020). Finally, I would advise others to expect negative reactions from the change recipients. However, they should take those negative reactions as feedback to help them improve the change process.
Conclusion
Change is guaranteed in organizations. However, the organization members can prepare for the change by taking some actions. Additionally, they can actively take part in the change process as change leaders, advisors, change team members, or as recipients of the change initiatives. Each role has a significant impact on the change process. Therefore, I would advise the members of an organization to consider the insights I shared when playing each of the four roles of change management.
References
Deszca, G., Ingols, C., & Cawsey, T. F. (2020). Organizational change: An action-oriented toolkit. Sage Publications.
Errida, A., & Lotfi, B. (2021). The determinants of organizational change management success: Literature review and case study. International Journal of Engineering Business Management, 13, 18479790211016273.
Change Discussion 2
Q – Please read the discussion below and prepare a Reply to this discussion post with
comments that further and advance the discussion topic.
Please provide the references you used.
Ensure zero plagiarism.
Word limit: 130 words
Discussion
Summary Thoughts On Organizational Change
Change is inevitable and organizations need to be prepared for change. As things change,
organizations have less ability to control what changes, making the process of managing change a
complex and risky endeavor (Errida & Lotfi, 2021). However, change agents and leaders can take
action to address the change. If I were a member of an organization, I could play four different roles
during the change process. I could be a change leader or play the role of a member of a team
implementing the change. I could also play an advisory role or be the recipient of the change
initiative.
The role of a change leader
The change leader is the person driving and managing the change process. I would advise other
change leaders to communicate the change effectively. A successful change leader communicates
the vision for change to all stakeholders effectively (Deszca, Ingols & Cawsey, 2020). The leader
ensures all employees are aware of the changes taking place. Then, I would tell change leaders to
engage others throughout the change process. They should take the input of other stakeholders like
employees and specialists so that the change process is smooth and seamless. I would also advise
other change leaders to adapt to the worldwide changes and trends. They should consider the social
shifts, technological trends, political changes, and economic changes happening in the world and
align with them.
The role of a member of the team implementing the change
As a member of a team that is implementing the change, I would advise others to include experts
and specialists in the teams. The change process needs people with technical skills and knowledge.
Additionally, I would advise the team to be champions for change even if they are not the leaders.
They can be proactive in advocating for change within the organization and convince others to
accept the change. I would also advise team members to embrace diversity and collaboration. The
team should include members from different backgrounds so that the change process is inclusive.
Having a diverse team is advantageous as it ensures the active participation of different members
and minimizes resistance to change.
Advisory role
If I were to advise others on change management, I would tell them to hire specialists and
individuals with change management competencies. I know that to be successful in managing
change, organizations need access to individuals with technical and general knowledge of change
management (Deszca, Ingols & Cawsey, 2020). Therefore, organizations need knowledgeable people
to help them deal with complex change processes. Then, I would advise the organization leaders to
be a guide to others and not dictate their actions. The leaders should inspire others to follow them
instead of forcing them to accept the change. I would also advise the change agents to start
meaningful change even if only a few people believe in the change. After all, not everyone will join
in, but the change has to occur.
The role of a recipient of change initiative
As a recipient of change, I would advise others to embrace change because it is inevitable. I know
that some members may resist change, but I would advise them to be always open to change
because it is bound to happen. I would also advise others to be adaptive and flexible. Since
organizational change can be both continuous and discontinuous, the recipients of change need to
adapt to the change ((Deszca, Ingols & Cawsey, 2020). Finally, I would advise others to expect
negative reactions from the change recipients. However, they should take those negative reactions
as feedback to help them improve the change process.
Conclusion
Change is guaranteed in organizations. However, the organization members can prepare for the
change by taking some actions. Additionally, they can actively take part in the change process as
change leaders, advisors, change team members, or as recipients of the change initiatives. Each role
has a significant impact on the change process. Therefore, I would advise the members of an
organization to consider the insights I shared when playing each of the four roles of change
management.
References
Deszca, G., Ingols, C., & Cawsey, T. F. (2020). Organizational change: An action-oriented toolkit. Sage
Publications.
Errida, A., & Lotfi, B. (2021). The determinants of organizational change management success:
Literature review and case study. International Journal of Engineering Business Management, 13,
18479790211016273.
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