For The Unit 2 Complete Assignment Write A Narrative Essay ✓ Solved

For The Unit 2 Complete Assignment Write A Narrative Essay Minimum O

For the unit 2 complete assignment, write a narrative essay (minimum of 1200 words) which addresses the questions and statements below. The essay should demonstrate a thorough understanding of the READ and ATTEND sections. A minimum of three scholarly sources are required, all cited and referenced in APA format.

Describe the three dimensions that occur during organizational change.

Which model or approach to organizational change best describes your organization? If you are not currently employed, you can use a previous employer.

Think of your organization as a system. Describe the inputs, transformative processes, and outputs created by your organization.

Sample Paper For Above instruction

Introduction

Organizational change is an inevitable part of business operations, driven by internal and external factors such as technological advancements, market dynamics, and strategic repositioning. Understanding the dimensions of organizational change is crucial for managing transitions effectively and ensuring sustained growth. This essay explores the three key dimensions that occur during organizational change, analyzes a specific model that best describes my organization, and conceptualizes the organization as a system by examining its inputs, transformative processes, and outputs.

The Three Dimensions of Organizational Change

Organizational change encompasses several dimensions that influence how change is initiated, implemented, and sustained. These dimensions provide a comprehensive framework to understand the complexity of change processes. The three primary dimensions are strategic, structural, and cultural.

Strategic Dimension: This pertains to the organization's overarching goals and the strategic initiatives undertaken to achieve these goals. It involves redefining business objectives, mission, and vision in response to environmental shifts. For example, a company may shift its focus from traditional manufacturing to digital services, requiring a strategic overhaul (Burnes, 2017).

Structural Dimension: This involves changes to organizational design, hierarchy, workflows, and communication channels. Structural change aims to improve efficiency, agility, and responsiveness. An instance of structural change could include restructuring departments or reducing managerial layers to facilitate quicker decision-making (Cummings & Worley, 2014).

Cultural Dimension: Culture encompasses shared values, beliefs, and norms that influence behavior within the organization. Cultural change is often the most challenging because it requires altering deeply embedded mindsets and traditions. For instance, fostering a culture of innovation may require shifting attitudes towards risk-taking and failure (Galli & Milani, 2017).

Model of Organizational Change in My Organization

Among various models, the Lewin's Change Management Model best describes my previous organization. Lewin’s model emphasizes three stages: unfreeze, change, and refreeze. The unfreezing stage involved preparing the staff for change by communicating the need for process improvements. The change stage implemented new workflows and technology systems, while refreezing solidified these changes into daily routines (Burnes, 2020). This model suited my organization because it focused on unfreezing existing behaviors, orchestrating change with proper support, and stabilizing new practices.

The Organization as a System

Viewing an organization as a system allows for an integrated understanding of how various components work together to produce desired outcomes. According to systems theory, the organization is made up of inputs, transformative processes, and outputs.

Inputs: Inputs include human resources, capital, information, technology, and raw materials. For example, my organization inputs include skilled employees, financial investments, customer data, and technological infrastructure.

Transformative Processes: These are the activities that transform inputs into outputs. Processes in my organization encompass manufacturing, quality control, research and development, marketing, and employee training. These activities integrate resources to create value and adapt to environmental changes (Senge, 2010).

Outputs: Outputs are the final products or services delivered to customers and stakeholders. In my organization, outputs include finished goods, customer satisfaction levels, financial returns, and brand reputation. These outputs are the measures of organizational effectiveness and success.

Conclusion

Understanding the dimensions of organizational change is vital for effective management and adaptation in today’s dynamic environment. The strategic, structural, and cultural dimensions collectively influence how change initiatives are crafted and executed. The Lewin's Change Management Model provides a practical framework for implementing change, especially in organizations similar to my previous employer. Finally, viewing the organization as a system of inputs, transformative processes, and outputs underscores the interconnectedness of its components and aids in strategic planning and continuous improvement.

References

  • Burnes, B. (2017). Kurt Lewin: Theoretical, conceptual, and procedural issues. Journal of Change Management, 17(2), 124-138.
  • Cummings, T., & Worley, C. (2014). Organization Development and Change (10th ed.). Cengage Learning.
  • Galli, B., & Milani, L. (2017). Organizational culture and change management: An integrated perspective. International Journal of Organizational Analysis, 25(1), 138-154.
  • Senge, P. M. (2010). The fifth discipline: The art & practice of the learning organization. Crown Business.
  • Burnes, B. (2020). Kurt Lewin: The inventor of change management. In Managing change: Cases and concepts (pp. 35-50). Routledge.

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