Due In 12 Hours: Important Components Of The Organizing Phas

Due In N 12 Hoursimportant Components Of The Organizing Facet Of Th

Due In N 12 Hoursimportant Components Of The Organizing Facet Of Th

DUE IN !N 12 HOURS!! Important components of the organizing facet of the P-O-L-C framework are organizational structure and culture. Change is inevitable in any company, and managers who understand how to manage change within their organizational structure and culture will be more successful with implementing and sustaining change. First, watch the following TED Talk videos: Embracing Change Video (18:03) This TED Talk, presented by Jason Clarke, examines the choices, and opportunities, presented to us through change. Link for Video: Lead and Be the Change Video (5:20) This TED Talk by Mark Mueller-Eberstein describes the emotional states that people and organizations experience when confronted with change and transformation.

Link for video: After you watch these videos, address the following questions and prompts in your journal assignment based on your experience with organizational culture and change. Consider what you watched in the videos as well as what you have learned in the course up to this point. How does organizational culture impact the change process? Reflect on your experience dealing with change. Explain whether you are naturally open to change or whether you resist change.

Based on your experience with change, explain how management helped or hindered the change process. LINK FOR THE RUBRIC: APA format for citations

Paper For Above instruction

Due In N 12 Hoursimportant Components Of The Organizing Facet Of Th

The process of organizational change is a complex and multifaceted aspect of management, heavily influenced by both organizational structure and culture. These components serve as foundational elements that determine how effectively an organization can adapt to internal and external changes. The framework of the P-O-L-C—planning, organizing, leading, and controlling—places particular emphasis on how organizing, especially through organizational structure and culture, shapes the change process. Understanding this interplay is crucial for managers aiming to facilitate smooth transitions and foster resilient organizational environments.

Organizational culture profoundly impacts the change process. It encompasses the shared values, beliefs, and norms that influence employee behavior and organizational psychology. A strong, adaptable culture encourages openness to change, fosters collaboration, and reduces resistance. Conversely, a rigid or toxic culture can hinder change efforts, creating barriers such as fear, uncertainty, and resistance among employees. For example, a culture that values innovation and continuous improvement sets a fertile ground for change initiatives, whereas a culture resistant to risk may impede necessary transformations (Schein, 2010).

Reflecting on personal experiences with change, my own openness to change has generally been positive, although it varies depending on context and the perceived impact of the change. I tend to be receptive when I see a clear benefit or alignment with my values and goals. However, I occasionally resist change when it threatens stability or introduces uncertainty. Resistance is often rooted in fear of the unknown or discomfort with leaving familiar routines, which can act as barriers to effective change management (Kotter, 2018).

Management plays a pivotal role in either facilitating or hindering change. Effective managers communicate transparently, involve employees in the change process, and provide support and resources necessary for adaptation. For instance, I have observed situations where management's resistance to change or poor communication efforts led to confusion and decreased morale, ultimately hindering successful implementation. Conversely, management that demonstrates empathy, provides clear vision, and encourages participation can transform resistance into acceptance (Cameron & Green, 2015).

The videos "Embracing Change" by Jason Clarke and "Lead and Be the Change" by Mark Mueller-Eberstein reinforce the importance of mindset and emotional resilience in managing change. Clarke emphasizes embracing opportunities presented by change, while Mueller-Eberstein discusses emotional states and the need for strategic emotional management. Both highlight that successful change management depends on understanding individual and collective emotional responses, fostering a culture of adaptability, and leading with empathy.

In conclusion, organizational culture constructs the foundational environment that can accelerate or impede change initiatives. Leaders who understand and actively shape culture, communicate effectively, and support their teams can significantly improve the likelihood of successful change implementation. Personal experiences underscore that openness to change is enhanced when managers create a supportive atmosphere, clarify the purpose of change, and involve individuals in the transition process. Recognizing the emotional dimensions of change and addressing resistance thoughtfully are essential strategies for effective change management.

References

• Cameron, E., & Green, M. (2015). Making sense of change management: A complete guide to the models, tools and techniques of organizational change. Kogan Page Publishers.
• Kotter, J. P. (2018). Leading change. Harvard Business Review Press.
• Schein, E. H. (2010). Organizational Culture and Leadership. Jossey-Bass.
• Watkins, J. (2013). The First 90 Days: Proven Strategies for Getting Up to Speed Faster and Smarter. Harvard Business Review Press.
• Hiatt, J. (2006). ADKAR: A Model for Change in Business, Government and Our Community. Prosci Research.
• Burnes, B. (2017). Managing Change. Pearson Education.
• Armenakis, A. A., & Harris, S. G. (2009). Reflections: Our Journey in Organizational Change Research and Practice. Journal of Change Management, 9(2), 127-142.
• Schneider, B. (2000). Organizational Climate and Culture. Routledge.
• Clarke, J. (2019). Embracing Change [Video]. TEDx Talks. https://www.ted.com/talks/jason_clarke_embracing_change
• Mueller-Eberstein, M. (2018). Lead and Be the Change [Video]. TEDx Talks. https://www.ted.com/talks/mark_mueller_eberstein_lead_and_be_the_change