Module 1 Discussion Instructions For How To Write

Module 1 Discussioninstructionsfor Information On How To Write An A

Module 1 Discussion Instructions: For information on How to Write an A+ Discussion Posting see: (Links to an external site.)Links to an external site. . Also review the Discussion Rubric. Two comments to other discussions postings are required. Respond to the following: To achieve change and growth in an organization, people should stop doing what is easy or customary and “start doing what worksâ€. What should people “stop doingâ€? Describe some of the “what works†things people should start doing.

Paper For Above instruction

Effective organizational change requires a strategic shift in behaviors and mindset. To foster growth and adapt to evolving environments, individuals within organizations must identify counterproductive habits and adopt proven practices that promote progress. This paper explores what behaviors people should cease doing and highlights effective strategies they should start implementing to facilitate organizational success.

Stopping What Is Unproductive or Harmful

One of the primary behaviors to stop is complacency. When employees become comfortable with routine tasks and resist change, they hinder innovation and adaptability. Complacency diminishes motivation for continuous improvement and discourages the pursuit of better solutions (Kotter, 1996). Similarly, neglecting communication can be detrimental. When team members withhold information or fail to engage in transparent dialogue, misunderstandings and silos develop, obstructing collaborative efforts essential for organizational growth (Robinson & Judge, 2019). Another detrimental practice is resistance to feedback. Employees who reject constructive criticism miss opportunities for personal development and undermine organizational improvement initiatives (Carnegie, 2010). Lastly, avoiding accountability creates a culture where mistakes are overlooked, fostering mediocrity and eroding trust within the organization.

Start Doing What Works

To cultivate a thriving organization, individuals should start embracing practices grounded in evidence and proven to yield results. First, fostering a culture of continuous learning is vital. Encouraging employees to pursue training and professional development ensures the organization benefits from fresh ideas and updated skills (Senge, 1990). Second, promoting open and transparent communication enhances trust and facilitates collaborative problem-solving (Denison et al., 2014). This can be achieved through regular team meetings, feedback loops, and digital collaboration tools. Third, implementing a mindset of adaptability and resilience prepares organizations to navigate uncertainties effectively. Encouraging employees to view change as an opportunity rather than a threat stimulates innovation (Porter & Heppelmann, 2014). Fourth, cultivating accountability at all levels ensures responsibilities are clear and organizational goals are pursued with focus and integrity (Kaplan & Norton, 1996). Lastly, leaders should demonstrate emotional intelligence, fostering an environment where employees feel valued and motivated to contribute their best efforts (Goleman, 1995).

Practical Steps for Implementation

Practical application of these practices involves establishing clear policies that discourage complacency and promote proactive behaviors. Leadership development programs can focus on enhancing communication skills and emotional intelligence. Regular performance reviews rooted in constructive feedback help reinforce accountability and growth. Encouraging cross-functional teamwork introduces diverse perspectives, enhancing innovation and problem-solving. Additionally, organizations can leverage technology to facilitate transparent communication and continuous learning, such as online training platforms and collaboration software.

Conclusion

In summary, organizational growth depends significantly on what behaviors individuals choose to stop and what strategies they adopt. Ceasing complacency, poor communication, resistance to feedback, and lack of accountability paves the way for a more dynamic and receptive organizational culture. Conversely, starting practices such as continuous learning, transparent communication, adaptability, accountability, and emotional intelligence establishes a foundation for sustained success. Leaders and employees alike must foster these behaviors to drive meaningful change and achieve organizational excellence.

References

Carnegie, D. (2010). How to Win Friends and Influence People. Simon and Schuster.

Denison, D. R., Lief tasted, P., Hooijberg, R., & Hoegl, M. (2014). Organizational culture and effectiveness: Insights from a longitudinal Study. Journal of Management, 40(5), 1328-1355.

Goleman, D. (1995). Emotional Intelligence. Bantam Books.

Kaplan, R. S., & Norton, D. P. (1996). Using the Balanced Scorecard to guide strategic learning. Organizational Dynamics, 24(2), 66-79.

Kotter, J. P. (1996). Leading Change. Harvard Business Review Press.

Porter, M. E., & Heppelmann, J. E. (2014). How smart, connected products are transforming competition. Harvard Business Review, 92(11), 64-88.

Robinson, S. P., & Judge, T. A. (2019). Organizational Behavior. Pearson Education.

Senge, P. M. (1990). The Fifth Discipline: The Art & Practice of The Learning Organization. Doubleday.