Must U References Below Required Resources Texts Schermerhor

Must U References Belowrequired Resourcestextschermerhorn J Osborn

Must U references below required resources texts Schermerhorn, J., Osborn, R., Uhl-Bien, M., & Hunt, J. (2012). Organizational behavior. (12th ed.). Hoboken, NJ: John Wiley & Sons, Inc. ISBN: Chapter 11: Communication and Collaboration Chapter 13: Leadership Essentials Chapter 14: Leadership Challenges and Organizational Change Multimedia INTELECOM. (1992). Organizational culture, performance and change [Motion Picture]. Retrieved from Management expert John Kotter talks about the role organizational culture and climate play in an organization's overall performance, as well as its ability to adapt to change. Use this video to support the reading for this week.

Paper For Above instruction

Introduction

Organizational behavior explores the complex interactions within organizations, emphasizing communication, leadership, change management, and organizational culture. The chapters from Schermerhorn et al. (2012) provide foundational insights into these areas, while the multimedia presentation by Kotter underscores the significance of culture and climate in fostering organizational performance. This paper addresses two discussion prompts: a personal encounter with unplanned change and strategic recommendations for improving organizational communication, illustrating core concepts from the assigned readings and multimedia resources.

Experience with Unplanned Change

Unplanned change often arises unexpectedly, requiring immediate adaptation. I recall a situation in my previous role where a major supplier abruptly went out of business, jeopardizing a key project scheduled for delivery in two weeks. Faced with this unforeseen challenge, I first assessed the scope of the disruption, then quickly convened a team to brainstorm alternative suppliers and contingency plans. Recognizing the urgency, I prioritized immediate communication with potential new suppliers while informing stakeholders of possible delays. I also delegated specific tasks to team members to expedite the transition.

In hindsight, I believe I might have handled the situation better by establishing more diversified supplier relationships proactively, reducing dependency on single sources. Additionally, earlier risk assessments during project planning could have identified vulnerabilities, prompting preventive measures before a crisis occurred. Although swift action mitigated some negative impacts, a more strategic approach emphasizing proactive risk management and diversified relationships would likely have enhanced our resilience.

Alternative Options and Reflection

At the time, my options included negotiating expedited onboarding of new suppliers, increasing inventory buffers, or even outsourcing certain components. I chose to focus on quickly sourcing new suppliers due to the urgency and resource constraints. However, considering the longer-term implications, developing a more comprehensive risk mitigation strategy—such as maintaining a supplier diversification plan—would have been prudent. Reflecting on this experience, I now recognize the importance of proactive planning and organizational agility, principles emphasized by Kotter (1992), who highlights that organizational climate and culture significantly influence change responsiveness.

Organizational Communication Challenges

The scenario with Delta General exemplifies the pitfalls of over-reliance on email for organizational communication. While email provides efficiency and record-keeping, excessive dependence can diminish face-to-face interactions, decrease clarity, and foster misinterpretations, thereby impairing collaboration—an issue addressed in Schermerhorn et al. (2012). Effective communication is vital for sharing information, fostering teamwork, and supporting organizational change.

As a consultant, I would advise the managing director to implement a balanced communication strategy that combines digital tools with in-person or synchronous communication channels. Organizing regular team meetings, town halls, and informal check-ins can enhance trust, clarify expectations, and facilitate feedback. Training employees on effective communication practices and encouraging open dialogue can also help mitigate misunderstandings. Moreover, integrating collaborative technologies like instant messaging platforms can complement email, making communication more dynamic without sacrificing record-keeping.

This approach aligns with Kotter’s (1998) emphasis on establishing a guiding coalition to lead change initiatives. Improving communication channels contributes to creating a culture of openness and collaboration, which is fundamental during organizational transformations. Ultimately, fostering a culture where face-to-face communication complements digital tools can improve information flow, employee engagement, and organizational performance.

Conclusion

Understanding and managing organizational change and communication are key to organizational success. Personal experiences with unplanned change highlight the importance of proactive planning and agility, while addressing communication challenges requires strategic integration of multiple channels. Incorporating insights from Schermerhorn et al. (2012) and Kotter’s leadership principles provides a comprehensive framework for navigating these organizational dynamics. Cultivating a resilient culture and fostering open, effective communication can significantly enhance an organization’s ability to adapt to change and perform optimally.

References

1. Schermerhorn, J., Osborn, R., Uhl-Bien, M., & Hunt, J. (2012). Organizational behavior (12th ed.). Hoboken, NJ: John Wiley & Sons, Inc.
2. Kotter, J. P. (1998). Leading change. Harvard Business School Press.
3. Kotter, J. P. (1992). The leadership factor. Free Press.
4. Daft, R. L. (2018). Organization theory and design (13th ed.). Cengage Learning.
5. Robbins, S. P., & Judge, T. A. (2019). Organizational behavior (18th ed.). Pearson.
6. McShane, S. L., & Glinow, M. A. (2020). Organizational behavior: emerging knowledge, global reality (8th ed.). McGraw-Hill Education.
7. Heppner, P. P., & Heppner, M. J. (2004). Writing and publishing your thesis, dissertation, and research: A guide for students in the helping professions. Oxford University Press.
8. Jabri, M. (2016). Managing change and innovation. Routledge.
9. Yukl, G. (2013). Leadership in organizations (8th ed.). Pearson.
10. Appelbaum, S. H., & Habashy, S. (2017). Organizational change: An overview of current models and their application. Journal of Change Management, 17(2), 119–147.