This Assignment Will Provide You The Opportunity To Articula ✓ Solved

This assignment will provide you the opportunity to articulate how the work this term has shaped the leadership conscience that you can apply to your organizational work setting, whether that setting is an educational, non-profit or other type of organization. The paper should reference and identify a metaphor that could be used to describe the organization. It should also include reflection and a detailed action plan to be presented to the organization’s leadership for purpose of improving organization’s systems (you do not actually have to implement the plan). The assignment includes a detailed narrative and a power point presentation . You must have a minimum of 5-7 articles outside the course texts in your reference list and the material from these articles must be integrated into the analysis.

Your paper should include the following elements. Personal reflection on the learning in this course Construction of an action plan to put into place new concepts learned in the course that will assist systemic learning in the organization Forecast of the impact of the plan on the organization Conclusion SUBMIT IN THE ASSIGNMENT AREA AS A WORD DOCUMENT Each assignment must have a cover page and a reference list in the Fischler College form and style. Suggested length of the narrative paper is 7-10 pages. The power point will vary in size.

Sample Paper For Above instruction

The transformative power of leadership in organizational development cannot be overstated. Throughout this course, my understanding of effective leadership principles has deepened, particularly concerning systemic change and organizational learning. This reflection synthesizes my learning journey, presents a metaphoric depiction of the organization I am focusing on, and outlines a strategic action plan aimed at fostering systemic improvements within that entity.

Personal Reflection on Learning

My engagement with this course has significantly expanded my perspective on leadership. I have come to appreciate that leadership is not solely about directing others but involves cultivating a shared vision, fostering trust, and facilitating continuous learning. The course emphasized that systemic change requires an understanding of organizational systems, recognizing interdependencies, and leveraging collective strengths. For instance, concepts like transformational leadership, emotional intelligence, and adaptive change have become integral to my leadership toolkit (Northouse, 2018; Goleman, 1998).

Metaphor for the Organization

The organization I am examining can be metaphorically described as a "Seamless Quilt". This metaphor illustrates the interconnectedness of its various departments and the importance of cohesive unity despite diverse functions. Just as a quilt is composed of different patches stitched together to form a harmonious whole, the organization comprises multiple units that must align and collaborate effectively to achieve shared goals. The quilt metaphor underscores the significance of integration, adaptability, and resilience in organizational systems (Schein, 2010).

Construction of the Action Plan

Drawing from my insights, I propose an action plan centered on fostering systemic learning through establishing cross-departmental learning teams. This initiative aims to enhance communication, share best practices, and develop a culture of continuous improvement. The key steps include:

- Conducting a needs assessment to identify collaboration gaps.

- Forming diverse learning teams across departments.

- Facilitating workshops on systems thinking and collaborative problem-solving.

- Implementing regular knowledge-sharing sessions.

- Using feedback mechanisms to refine processes.

This plan aligns with principles of distributed leadership and promotes a culture that values collective intelligence (Heifetz & Laurie, 1997; Senge, 1990).

Forecast of the Impact

If successfully implemented, this action plan can transform organizational culture by emphasizing shared responsibility and collective capacity for change. Anticipated impacts include improved communication, increased innovation, and enhanced adaptability. Over time, the organization may develop a resilient learning ecosystem that continuously evaluates and refines its practices, leading to sustained growth and effectiveness. Empirical evidence suggests that organizations investing in systemic learning initiatives experience significant improvements in performance metrics (Argyris & Schön, 1996; Bateson, 2000).

Conclusion

In conclusion, my learning from this course has equipped me with a nuanced understanding of systemic leadership. By adopting a quilt metaphor, I conceptualize the organization as an interconnected whole that thrives on collaboration and unity. The proposed action plan aims to embed systemic learning into organizational routines, thereby enhancing resilience, agility, and long-term success. As I move forward, I am committed to applying these insights to foster meaningful change within organizational contexts.

References

• Argyris, C., & Schön, D. A. (1996). Organizational learning II: Theory, method, and practice. Addison-Wesley.
• Bateson, G. (2000). Steps to an ecology of mind: Collected essays in anthropology, psychiatry, evolution, and epistemology. University of Chicago Press.
• Goleman, D. (1998). Working with emotional intelligence. Bantam Books.
• Heifetz, R. A., & Laurie, D. L. (1997). The work of leadership. Harvard Business Review, 75(1), 124-134.
• Northouse, P. G. (2018). Leadership: Theory and practice (8th ed.). Sage Publications.
• Schein, E. H. (2010). Organizational culture and leadership (4th ed.). Jossey-Bass.
• Senge, P. M. (1990). The fifth discipline: The art and practice of the learning organization. Doubleday/Currency.
• Additional scholarly articles relevant to systemic leadership and organizational learning can be included as needed.