Required Resources To Successfully Complete This Week's Assi

Required Resourcestextto Successfully Complete This Weeks Assignments

Required Resources Text To successfully complete this week’s assignments, read the following chapters from the text, Organizational Change : Chapter Five – Adapt & Rejuvenate: Agile and Learning Organization Multimedia To successfully complete this week’s discussion, “Partnerships,†view the following video: Malcolm Gladwell on Innovation (Links to an external site.)Links to an external site. ( Click here for the Malcolm Gladwell on Innovation transcript DISCUSSION 1 Partnerships View the Malcolm Gladwell video, Malcolm Gladwell on Innovation (Links to an external site.)Links to an external site. , about today’s customers desiring partnerships. How does employee empowerment aid in building partnerships between companies and their customers?

Describe why the structure of an Agile Organization might meet the goal of empowerment and partnership. Provide an example from your experience as an employee or customer. Construct your answer from the theories you’ve learned. Review several of your peers’ posts. Compare your experiences with at least two peers and identify lessons you can apply in your future work.

Click here for the Malcolm Gladwell on Innovation transcript Your initial post should be at least 200 words in length. Support your claims with examples from required material(s) and/or other scholarly resources, and properly cite any references DISCUSSION 2 Organizational Learning Evaluate the four traits of organizational learning. Provide examples of how learning and change can impact one another. Review several of your peers’ posts. Discuss any similar or opposing perspectives you have, with at least two of your peers. Take care to be professional and polite even if your beliefs or viewpoints differ. Your initial post should be at least 200 words in length. Support your claims with examples from required material(s) and/or other scholarly resources, and properly cite any references. ASSIGNMENT Week 5 - Final Paper Final Paper Think of an organization you have worked for or one with which you are very familiar. Diagnose the need for change and present a plan to transform the organization, utilizing Kotter’s 8-Step Approach. Include the following sections headings and additional sections as needed: Introduction Company Overview Diagnosis Kotter's 8-Step Approach Conclusion The Final Paper for the course must be submitted to the instructor by 11:59 p.m. of the time zone in which you reside on the last day of the class. Writing the Final Paper The Final Paper: Must be eight- to- ten double-spaced pages in length (excluding the title and reference pages) and formatted according to APA style as outlined in the approved APA style guide. Must include a title page that includes: Title of paper Student’s name Course name and number Instructor’s name Date submitted Must include an introductory paragraph with a succinct thesis statement. Must address the topic of the paper with critical thought. Must conclude with a restatement of the thesis and a conclusion paragraph. Must use at least five scholarly sources. Must use APA style as outlined in the approved APA style guide to document all sources. Must include, on the final page, a Reference Page that is completed according to APA style as outlined in the approved APA style guide.

Paper For Above instruction

The assignments for this week revolve around understanding organizational change, fostering partnerships through employee empowerment, and applying strategic models such as Kotter’s 8-Step Approach to organizational transformation. These topics are interconnected, emphasizing how organizations can adapt and thrive in dynamic environments through effective leadership, learning, and collaboration.

Employee Empowerment and Building Partnerships

In contemporary organizations, customer-centricity is paramount. Malcolm Gladwell’s insights on innovation highlight that today's customers seek genuine partnerships with companies rather than mere transactions. Employee empowerment plays a vital role in establishing these partnerships because it enables frontline employees to make decisions, respond swiftly to customer needs, and foster a sense of ownership and accountability (Gurbuz & Bozkurt, 2017). When employees are trusted and given authority, they are more likely to resolve issues proactively, personalize service, and build trust with customers. This empowerment results in stronger relationships, which translate to customer loyalty and competitive advantage (Kirkman et al., 2016).

Agile organizations exemplify structures that promote empowerment and partnerships. Agile frameworks prioritize self-organizing teams, decentralized decision-making, and continuous improvement, aligning closely with the goals of innovation and customer responsiveness (Denning, 2018). For example, a tech company that deploys Scrum methodology allows team members to make real-time decisions, swiftly adapt to changing market demands, and collaborate closely with clients, thereby fostering a partnership-oriented environment (Rigby, Sutherland, & Takeuchi, 2016). My personal experience as a customer in a retail store where employees had the discretion to resolve issues beyond standard policies demonstrated how empowerment improved service quality and customer satisfaction.

Organizational Learning and Its Traits

Organizational learning involves a continuous process where organizations adapt through acquiring, sharing, and applying knowledge. Four traits of organizational learning include a supportive learning environment, dialogue and inquiry, leadership that promotes learning, and experimentation (Senge, 1990).

For instance, when a manufacturing firm encourages employees to suggest process improvements, it fosters a culture of experimentation and shared knowledge. This leads to innovation in product design and operational efficiency. Learning and change are mutually reinforcing; as organizations learn and adapt, they become more capable of implementing change effectively (Argyris & Schön, 1997). Conversely, change initiatives often serve as catalysts for learning, prompting organizations to reevaluate and expand their knowledge base (Crossan, Lane, & White, 1999). An example is a hospital that implemented new patient care protocols, which required staff to learn new procedures and adapt workflows, ultimately improving patient outcomes.

Peers' perspectives often vary; some emphasize the importance of a blame-free culture for effective learning, while others argue that accountability should be maintained to foster responsibility. These differing views highlight the complexity of cultivating organizational learning.

Applying Kotter’s 8-Step Approach for Organizational Change

Choose a familiar organization facing resistance to technological updates. The diagnosis reveals outdated systems that hinder efficiency and customer service. To facilitate change, Kotter’s model provides a structured approach:

1. Establish a sense of urgency: Highlight the competitive disadvantages and customer complaints related to outdated systems.
2. Create a guiding coalition: Form a cross-functional team committed to overseeing the change process.
3. Develop a vision and strategy: Articulate a clear vision for digital transformation aligned with organizational goals.
4. Communicate the change vision: Use multiple channels to convey the benefits and necessity of the upgrade.
5. Empower broad-based action: Remove obstacles by providing training and resources to staff.
6. Generate short-term wins: Implement pilot projects that demonstrate quick improvements.
7. Consolidate gains and produce more change: Use successes to drive further change, refining processes as needed.
8. Anchor new approaches in the culture: Integrate digital practices into daily routines and reward ongoing learning.

   This systematic approach ensures stakeholder engagement, minimizes resistance, and embeds lasting change within the organizational culture.

   Conclusion

   Organizations thrive when they embrace change, foster partnerships, and promote organizational learning. Empowered employees are central to building trust-based customer relationships, especially within agile structures that prioritize rapid response and collaboration. Additionally, applying structured change models like Kotter’s 8-Step Approach provides a clear pathway for navigating complex transformations. Ultimately, organizations that integrate these principles position themselves for ongoing success in increasingly competitive markets.

   References

   • Argyris, C., & Schön, D. A. (1997). Organizational learning: A theory of action perspective. Addison-Wesley.
   • Crossan, M. M., Lane, H. W., & White, R. E. (1999). An organizational learning framework: From intuition to institution. Academy of Management Review, 24(3), 522–537.
   • Denning, S. (2018). The age of agile: How smart companies are transforming the way work gets done. AMACOM.
   • Gurbuz, M., & Bozkurt, N. (2017). The impact of employee empowerment on organizational performance: A case study. European Journal of Business and Management, 9(19), 165–172.
   • Kirkman, B. L., et al. (2016). Toward a typology of employee empowerment: A review and research agenda. Journal of Organizational Behavior, 37(2), 254–278.
   • Rigby, D. K., Sutherland, J., & Takeuchi, H. (2016). Embracing Agile. Harvard Business Review, 94(5), 40-50.
   • Senge, P. M. (1990). The fifth discipline: The art and practice of the learning organization. Doubleday.