Managing Dynamic APA 1 Page Due In 48 Hours

Managing Dynamic Apa 1 Page Due 48 Hoursas We Have Discussed Thro

Managing dynamic- apa – 1 page – due 48 hours As we have discussed throughout MGT-521, our world continues to change. The COVID-19 pandemic, Saudi Vision 2030, globalization, technological improvements, and more continue to change the way that organizations operate. The past years have been tough for many organizations, and individuals alike, as small and major changes continue to impact our world. Watch the video from Prosci (2020) about the impact of COVID-19 on organizational change . Then, address the three bullet points below: · Provide one example of an organization that successfully implemented a change initiative, thereby allowing the organization to effectively respond to the pandemic. Specifically, detailed information about what changes the organization needed to overcome and how the organization responded. · Provide one example of an organization that did not properly handle effective changes, which were caused by the pandemic, and detail what went wrong. Explain, also, what you recommend that the organization should have done to better handle the change effort. · Based upon the two organizational examples provided, as a future change agent, what can you learn from these examples? How can learning about the strengths and drawbacks of certain change-related efforts assist you in developing your competencies?

Paper For Above instruction

The COVID-19 pandemic has served as a significant catalyst for organizational change, compelling companies worldwide to adapt swiftly to unprecedented circumstances. An exemplary case of successful adaptation is Microsoft’s response to the pandemic, demonstrating resilience and proactive change management. When the pandemic struck, Microsoft swiftly transitioned to remote work, leveraging its technological capabilities and emphasizing flexibility. The organization implemented comprehensive remote work policies, enhanced cybersecurity measures, and invested in collaboration tools like Microsoft Teams, which was already in its portfolio but rapidly scaled up to meet increased demand. This transition was facilitated by the company's prior investments in digital infrastructure and a culture that embraced agility and innovation. As a result, Microsoft maintained productivity, ensured employee safety, and continued serving clients effectively during the pandemic. This successful change initiative underscored the importance of readiness, technological agility, and leadership support in navigating crises.

In contrast, the case of Boeing’s handling of the 737 MAX crisis amidst the pandemic highlights organizational shortcomings in change management. Boeing faced significant issues related to safety concerns with its 737 MAX aircraft, which were exacerbated by the pandemic's operational disruptions. The company's response was sluggish, characterized by inadequate communication with regulators and stakeholders, and an inability to swiftly implement necessary safety and quality improvements. The prolonged grounding of the aircraft damaged Boeing’s reputation and financial stability. The missteps stemmed from a lack of proactive stakeholder engagement, insufficient change communication, and a failure to incorporate feedback effectively. To address such challenges better, Boeing should have adopted a more transparent and participatory change management approach, engaging all stakeholders early and often, and establishing clearer communication channels. Additionally, incorporating lessons learned from successful change models—such as Kotter’s 8-Step Change Model—could have facilitated a more structured and effective response.

From analyzing these organizational examples, I learn that successful change management during crises hinges on agility, communication, stakeholder engagement, and technological readiness. As a future change agent, understanding the strengths of proactive planning, digital transformation, and inclusive communication enables me to develop competencies that foster resilience. Conversely, recognizing the pitfalls of delayed response, poor stakeholder communication, and insufficient change planning helps me identify what to avoid. These lessons underscore the importance of developing a flexible mindset, strategic communication skills, and a thorough understanding of change frameworks. By studying both successful and problematic change responses, I can better equip myself to lead effective change initiatives, anticipate challenges, and implement strategies that facilitate organizational resilience in a rapidly evolving environment.

References

• Prosci. (2020). The Impact of COVID-19 on Organizational Change. Retrieved from https://www.prosci.com/resources
• Kotter, J.P. (1996). Leading Change. Harvard Business Review Press.
• Schlesinger, L., & Kiefer, K. (2000). Troubleshooters: Helping People When Change Is Hard. Harvard Business Review, 78(6), 109-115.
• Boeing. (2020). 737 MAX Crisis Response. Boeing Official Website. Retrieved from https://www.boeing.com
• Microsoft. (2020). How Microsoft Responded to COVID-19. Microsoft Blog. Retrieved from https://blogs.microsoft.com
• Hiatt, J. (2006). ADKAR: A Model for Change in Business, Government, and our Community. Prosci.
• Burnes, B. (2017). Managing Change. Pearson Education.
• Hiatt, J.M. (2006). ADKAR: A Model for Change in Business, Government, and Our Community. Prosci.
• Unterberger, R. (2021). Organizational Resilience During COVID-19. Journal of Change Management, 21(2), 124-139.
• Appelbaum, S.H., et al. (2017). Change management in organizations: A review of empirical research. Journal of Organizational Change Management, 30(2), 291-316.