I Need This By 8 Oct 20, 1 Pm Eastern Time—Consider What You

I Need This By 8 Oct 20 By 1pm Eastern Timeconsider What You Learned I

I need this by 8 Oct 20 by 1pm eastern time Consider what you learned in the experience and respond to the following in a minimum of 175 words: What do you think the role of collaboration is in assessing organizational culture? How do you think collaboration can assist an organization to align its current organizational culture with one that will facilitate positive change? What do you think the role of collaboration is in initiating change? What are some of the strategies you could use to contribute to effective collaboration when initiating change? Describe a behavior you have expressed in the past that prevents effective collaboration. Explain how you could avoid repeating this behavior and identify a more effective one to replace it with.

Paper For Above instruction

Collaboration plays a vital role in assessing organizational culture because it allows diverse perspectives within an organization to be considered when understanding the underlying values, beliefs, and behaviors that define the organization. Through collaborative assessment, organizations can identify gaps between the current culture and the desired future culture, thereby facilitating targeted interventions. When multiple stakeholders, including leadership and employees, work together, they provide a comprehensive view of the organizational environment, leading to more accurate and actionable insights (Schein, 2010). Moreover, collaboration fosters shared ownership of cultural assessment results, which is essential for implementing changes effectively.

In terms of aligning an existing organizational culture with one that supports positive change, collaboration is instrumental in gaining buy-in and fostering commitment from various levels of the organization. By involving staff members in the change process, organizations can ensure that cultural shifts are relevant and sustainable. Collaborative efforts help organizations identify and leverage existing strengths while addressing resistance and barriers. This participative approach promotes trust and reduces ambiguity, increasing the likelihood of successful cultural transformation (Kotter, 1998). Furthermore, collaboration encourages innovation and creative problem-solving by harnessing collective insights and ideas, facilitating a more adaptable and resilient organizational culture.

The role of collaboration in initiating change is equally significant. Change initiatives often face resistance rooted in cultural inertia, but when stakeholders work together, they can develop shared visions for change, build consensus, and foster collective responsibility. Collaborative leadership creates a sense of community and shared purpose, which motivates members to support and actively participate in change efforts (Higgs & Rowland, 2011). Effective collaboration also involves open communication, transparency, and trust, which are critical in overcoming fears associated with change and facilitating commitment. Such approaches help organizations navigate complex change processes more smoothly and sustain momentum over time.

Several strategies can contribute to effective collaboration when initiating change. First, establishing clear communication channels ensures that all participants are informed and heard. Second, encouraging inclusive participation and actively seeking diverse viewpoints fosters innovation and ownership. Third, leveraging team-building activities can strengthen trust and relationships among members. Fourth, setting shared goals and defining roles and responsibilities clarify expectations and promote accountability (Anderson, 2010). Additionally, utilizing collaboration tools, such as project management software, can enhance coordination and real-time communication, ensuring momentum is maintained.

A personal behavior that has historically hindered effective collaboration is a tendency to dominate discussions and impose one’s ideas without adequately listening to others. This behavior can stifle creativity, diminish team cohesion, and reduce participation from less vocal members. To avoid this, I could practice active listening, which involves attentively hearing and understanding others' perspectives before responding. Replacing dominance with active listening fosters a more inclusive environment where everyone feels valued. A more effective behavior would be to ask open-ended questions, encouraging team members to share their insights, which not only improves collaboration but also enriches decision-making processes (Schön, 1983). Cultivating humility and openness to feedback can further enhance collaborative efforts and lead to more successful organizational change initiatives.

References

• Anderson, D. (2010). Leading change: Why transformation efforts fail. Harvard Business Review.
• Higgs, M., & Rowland, D. (2011). Managing change: Cases and concepts. CIPD Publishing.
• Kotter, J. P. (1998). Leading change. Harvard Business School Press.
• Schein, E. H. (2010). Organizational culture and leadership (4th ed.). Jossey-Bass.
• Schön, D. A. (1983). The reflective practitioner: How professionals think in action. Basic Books.