coursework-banner

DQ: What environmental forces drive organization development in your field or industry?

LDR 615 Topic 1 DQ 2

DQ: What environmental forces drive organization development in your field or industry?

Topic 1 Summary

Hi Everyone,

Wow! What an outstanding first week of class! I have enjoyed how engaging and interactive the class has been. I look forward to continuing the high level of engagement and quality discussions as we move on to the remaining modules in the course.

To summarize, this week covered key elements regarding the concept and evolution of organizational development and change initiatives, including:

  • Discussion of the economic and social forces driving the need for change.
  • Exploration of how 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.

Again, thank you for your contribution to our discussion forums for Week 1. I look forward to continuing our discussion as we move into Topic 2.

Hello Class,

Thank you to all who have responded to this question so far. In addition to outlining the forces driving development and change in your organization and the impact of the changes, I think it is also important to take note of lessons learned. Considering the examples that are shared in this discussion thread, what do you think are the most valuable lessons learned by these organizations?

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

DQ What environmental forces drive organization development in your field or industry
DQ What environmental forces drive organization development in your field or industry

organization 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

Click here to ORDER an A++ paper from our MASTERS and DOCTORATE WRITERS: DQ: What environmental forces drive organization development in your field or industry?

Ventura, P., Velloso, I., & Alves, M. (2020). Influence of organizational culture in the quality management of a teaching hospital. Rev Rene21, 1–9. https://doi.org/10.15253/2175-6783.20202143996

Unread

Replies

In my personal experience, the lessons learned are related to acquiring new information through our classes and study material, which helped me define the ideal approach to implement change. My current organization failed to identify where change is truly needed, and they failed to implement change efficiently (Lewthwaite, 2000).

The first lesson is to develop the ability to identify the areas that require change; the second lesson is to identify the best approach to change (Lewthwaite, 2000). The second lesson is to keep the stakeholders informed, which would help avoid creating uncertainty and fear (Lewthwaite, 2000). Taking into consideration the approach to change displayed by my organization, the next lesson is related to how to react to change, and this can be reactive or proactive; in my case, my organization has been reacting, which results in a continuous state of crisis and damage control (Lewthwaite, 2000). A proactive approach would benefit an organization capable of identifying what actions are required and the best way to implement change, which would benefit every stakeholder and the whole organization (Lewthwaite, 2000). Lastly, another crucial component is communication. In my experience, the organization failed to communicate throughout multiple stages. The lack of communication created doubts, uncertainty and in the end, leadership presented significant changes and decisions without any notice, which created more problems. On the other hand, when leadership uses effective communication to keep the channels open, sharing what is sharable, anticipating, and preparing the stakeholders for what is to come while including them in the process, it will make the changing process a positive experience (Lewthwaite, 2000).

Reference:

Lewthwaite, J. (2000). chapter twenty two: Managing change. In Everything You Need for an NVQ in Management (pp. 560–579). Thorogood Publishing Ltd.

As I’ve read through several discussions posts and researched my responses, I found a commonality amongst many organizations that successfully implemented change. Each company or entity involved their employees and engaged them throughout the process to ease concerns and understand things administration had not considered. Without employee engagement, picking the correct leaders to help lead the change, and then communicating these changes adequately throughout the organization, the process will fail as it does not have the proper foundation to sustain the unknown.

Please excuse my first post. In my haste, I completely forgot to include my intext citations and reference at the end. Thank you. Here is the proper post.

As I’ve read through several discussions posts and researched my responses, I found a commonality amongst many organizations that successfully implemented change. Each company or entity involved their employees and engaged them throughout the process to ease concerns and understand things administration had not considered (KNOER, 2011). Without employee engagement, picking the correct leaders to help lead the change, and then communicating these changes adequately throughout the organization, the process will fail as it does not have the proper foundation to sustain the unknown (KNOER, 2011).