I myself don’t have this experience, not even in my past was there these kinds of issues. I’ve always been the one to change the environment. Never have I even received any pushback from anyone. Usually changes happened because someone or many liked what I did and replicated or implemented it organization wise. I literally just made changes at my fiancée job and I don’t work there. I told him what to do and how, now the store manager is implementingmy suggestions that she thinks came from him. I say that to say, I don’t have any examples of this, I cannot relate at all.
The attached articles and the textbook Organizational Development 4th Edition are the required sources. There are two PPT sets, the professor will be using in class as well, attached. As I’m a very detailed writer, she will know if it isn’t thorough working in everything I can. Try not to reiterate what is in the articles as it takes away from the originality.
The promt is below:
Think of a current or previous organizational
change that is occurring/has occurred in one of your organizations. This
discussion board focuses on what is personally the most challenging
aspect of the organizational change process for you. In other
words, what aspects of the change process contribute to you
feeling personally challenged by the change (lack of control, fear of
some type of loss, lack of communication, need for training, etc). This
discussion should focus on an organizational change you experienced (new
position, new team, new process to learn, etc), NOT a personal change such as
retiring or losing a job.
This post requires you to self-reflect and share your
personal feelings about a change you have experienced. I am hoping
everyone feels some trust in the group and will be open to sharing.
Describe the organizational change and why it
is/was personally challenging for you. How do
you feel about the change and the process? (IE: I feel
disrespected because leadership is not asking for my input even though the
change impacts my dept.) What do you think about the
change and the process? (IE: I think the change will fail because my department
has information that will assist but leadership is not considering our
expertise). Discuss 2 specific resources or strategies that would help you the
most with the change process? Were these resources/strategies implemented
by your organization in the change process (or will they be implemented)?
If they were implemented, did it help you with the change process? If they were
not implemented, why do you think they were not implemented? Thoughtfully and
kindly respond to at least 1 of your classmates’ posts.
Please remember discussion boards should reflect that you
have read the material and spent time thinking critically and making
connections between the reading/theories and real-world examples. Include
examples to support your points and make sure your response to your classmate’s
post is also adding to the conversation and not just agreeing/disagreeing.
Writing style, cohesion, syntax, grammar, etc. are also important in
communicating clearly. As a reminder, you can find the Discussion Board grading
rubric and information about Webster’s Academic Resource Center (tutoring,
writing assistance) in the Student Resources module.
This is what my starting sentence looks like:
This one is especially challenging for myself because I’ve never
been under such issues. Any organization that has changes while I was there, it changed by me or was changes I was totally on board with. Sure, there have been challenging times dealing with certain
people in the employment world, but not this kind of challenge. I’m unable to answer this from a personal standpoint. I don’t have personal knowledge of this happening. Even when I’ve been the reason for the changes it was always changes that were made after everyone else was talking about what I was doing. I haven’t been met with resistance on the job.
No cover page. Sources can go right below the assignment. If you do not have access to the textbook, let me know.
Bonus (tips) for great works.
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