I’m working on a Psychology exercise and need support.
Responses to 2 classmate discussion
One: In order to change the organization’s culture, there is a process that is involved. This process includes changing the behavior of the organization. This change is often not sufficient. In this case, managers move on two the second step which involves the examining justification for changed behavior. This step identifying is employees are buying into the offered and new set of values or if the employees are just complying. The third step is cultural communication which has a great level of importance. During this stage all artifacts must be in consideration such as stories, rites and ceremonies, symbols, rituals, and personal enactments. Managers must live by the new values and act on them. The fourth and fifth final stages involve the shaping of the workforce in order to fit the culture intended. In order to properly deal with resistance, management must focus on three cultural modifications which include the empowerment of employees to excel and produce quality service, reinforce ethical behavior, and support global views of business.
With general change there are also steps involved which include anticipatory socialization, encounter, and change and acquisition. There are various general changes that occur frequently within the workplace. With this there are identification and classifications of the roles of management for today and for the future. These outline changes that occur such as technology changes and emerging organizational structure changes. The interaction between both culture and change is that there are steps that are involved with reinforcing the affects and outcomes.
I have personally witnessed Administrators of my organization make changes that cause for dysfunction with the various departments that are managed by the administrator. Some of these changes have caused in house issues and dysfunctions while other changes have caused a great impact in the community and public as well. Most of the changes made by the administrator were done by the performance of evaluated the various cultures within the organization and trying to come up with plan suitable for all. This plan failed, and we are now managed by a new administrator.
Two: Employees resist change because they feel their personal freedom is being threatened (Nelson,2019). Therefore, employees sometimes are reluctant to change. Furthermore, fearing the unknown and how the changes will impact their job. Organizations would expect for their employees to be frustrated, fearful, and questioning the decision making for change. Especially, if they feel change is not needed at the time. Organizations must be prepared to combat that resistance from employees. “Three key strategies for managing resistance to change are communication, participation, and empathy and support” (Nelson pg. 318, 2019). I would ensure transparency with my employees and create an open line of communication. Therefore, employees feel comfortable asking questions or addressing their concerns. Also, I would empathize with them, and let them know I understand change is not always easy. Would confirm to them we are all in this together. Culture is manageable, and sometimes it needs to tweak a little and change can sometimes be a good thing. Society is constantly changing, and organizations like society must continue to adapt and change to the culture around us.
Change is inevitable in most organizations. Companies that are willing to adapt to change can likely see improvement in their organization. Organization must create a culture that is comfortable with change and has the mentally capacity to handle some of the challenges that come with change. Organizations creates a culture that is identified and adapted by the employees who come into the organization. The relationship between culture and change is you must change the culture or mindset of employees. Furthermore, allowing organization to implement changes within the company. Lewis change model has three steps unfreezing, moving, and refreezing (Nelson,2019). These three steps help take old habits and changes them into new habits.
I think the leader carries the responsibility of the entire organization and the action of the head person in the company can have a major impact on the rest of the company. The leader sets the example for everyone else to follow. If the leader of an organization is dysfunctional there is a possibility that the entire company may operate the same. I have seen it from both perspectives. I have worked for a CEO who was unorganized and did not hold people accountable. Therefore, the rest of the company was unorganized, and nobody was held accountable, and people would reference the CEO and says things along the line like he doesn’t care why should I. Then, I have worked for a company where the director was organized and treated everyone with respect and worked hard for his people. Everyone at the organization went over and beyond, because the director worked that way. Therefore, he set the example of how we should work and conduct ourselves.
Nelson, D. L., & Quick, J. C. (2018). ORGB6: organizational behavior. Boston, MA: Cengage Learning.