LDR 615 Environmental Forces driving Organization Development
What in your field or industry? What are the steps successful organizations take when responding to change? Have you experienced forces of change in your work environment? How did the changes affect your organization?
Topic 1 Summary
Wow! This has been an incredible first week of school! The lesson has been a lot of fun because it has been so participatory and interesting. I’m eager to see how the rest of the course progresses, with the same level of involvement and high-quality debate.
As a result, this week’s topics included: Discussions of the economic and social forces driving the need for change; Exploration of the ways in which business and environmental changes drive organizational development; The process and flow of change and the importance of establishing long-term expectations for new behaviors that align with the new direction;
Thank you again for participating in our Week 1 discussion forums. As we go on to Topic 2, I’m excited to continue our conversation.
Commentary on the Life Lessons of Erica Richmond
To everyone who has responded thus far, thank you! Additionally, I believe it’s critical to capture any lessons learnt as you go through the process of developing and changing your company. Given the examples given in this thread, what do you believe were the most important lessons these firms learned?
replied toErica Richmond
Oct 12, 2021, 7:14 PM
Replies to Erica Richmond
Hello Dr E
This discussion is lively and full of great lessons learned. Some of the lessons I have learned from are Diversity is essential to keep an fluid yet solid. Inclusivity ensuring the people of the organization feel included and valued, this will help build ownership. Communication, especially clear communication is needed, to not shy away from being transparent and letting your people know what is going on in the change, if people feel communicated to they will not fee like there are secrets. Taking the culture of the organization into consideration when starting the journey of change, culture is the Is the central element to an organization and can be utilized as a foundation for the model of change one is to utilize when starting the change process(Ventura et al., 2020). The last thing i have learned is to ensure the people and leadership of an organization understand change of an organization is a constant process not a battle Thanks for the question
Ventura, P., Velloso, I., & Alves, M. (2020). Influence of organizational culture in the quality management of a teaching hospital. Rev Rene, 21, 1–9. https://doi.org/10.15253/2175-6783.20202143996
Replies to Erica Richmond
In my personal experience, the lessons learned are related to acquiring new information through our classes and study materials, which assisted me in defining the best way to implement change. My current organization failed to identify where true change is required and failed to implement change effectively (Lewthwaite, 2000).
The first lesson is to areas that need to be changed; the second lesson is to determine the best way to change (Lewthwaite, 2000). The second lesson is to keep stakeholders informed so that uncertainty and fear are avoided (Lewthwaite, 2000). Considering my organization’s approach to change, the next lesson is about how to react to change, which can be reactive or proactive; in my case, my organization has been reacting, resulting in a continuous state of crisis and damage control (Lewthwaite, 2000). A proactive approach would benefit an organization that is capable of identifying what actions are needed and the best way to implement change, which would benefit all stakeholders and the entire organization (Lewthwaite, 2000). Finally, communication is an essential component. Throughout multiple stages, the organization failed to communicate, in my opinion. The lack of communication created doubts and uncertainty, and in the end, leadership made significant changes and decisions without warning, causing additional problems. On the other hand, when leaders use effective communication to keep the lines of communication open, sharing what is shareable, anticipating and preparing stakeholders for what is to come while involving them in the process, the changing process will be a positive experience (Lewthwaite, 2000).