Sign Up Now
Get instant access to over 1 million+ study documents
OR
Already registered? click here to login
By creating your account, you agree to our terms of service, privacy policy and student honor code.
Introduction
The action plan to promote effective organizational change with an emphasis on conflict management policy for my organization has as its main goal the fostering of cohesiveness, communication, and dedication. Possible feelings and ensuing behaviors and actions that may result from the plan’s implementation are: (a) feelings and actions related to resistance, and (b) feelings and actions related to acceptance. As Grama and Todericiu (2016) show, organizational cynicism can occur when workers feel that their organization lacks value and integrity. Schyns and Schilling (2013) point out that in workplaces where leaders fail to take an interest in their workers, resistance can set in and the workplace culture can suffer. This can be due in part to a lack of the leaders realizing that workers require motivation, both intrinsic and extrinsic, in order to achieve organizational aims (Gerhart & Fang, 2015). On the other hand, if leaders implement change with a view towards educating workers, communicating to them the need for the change, a vision of the change, and providing the inspiration to embrace the change, all of which is possible when a manager demonstrates transformational leadership skills (Warrick, 2011), the manager can effectively ensure that the change will be accepted by workers. This paper will compare and contrast possible feelings and actions that may result from the plan’s implementation, discuss recommended strategies that I could utilize in order to successfully acknowledge, address and manage these behaviors (both for the organization as a whole and for public stakeholders), and relate qualities and considerations that are unique to public administrators and best practices in collaboration.
Possible Feelings and Actions in Response to the Plan’s Implementation
Because the plan calls for individual workers who are not on the best of terms to work together to learn better cooperation and collaboration skills, there may be some resistance, especially if these workers do not understand the purpose of the change or realize a need for change. Workers could become disruptive, upset,...
This could spill over into their work output and negatively impact the community that relies on workers getting along to achieve the tasks of the organization.
On the other hand, workers could embrace the change and react with acceptance: they could demonstrate solidarity, cooperation, understanding, and a desire to see the change implemented well. This would only be likely to occur, however, if the workers are educated about the need for change and guided with support and encouragement from a leader trained in using transformational leadership skills and applying them to the organization throughout the change process (Warrick, 2011).
Recommended Strategies for Acknowledging, Addressing and Managing Behavior
Within the Organization
The Kotter 8-step model provides an appropriate strategy for acknowledging, addressing and managing behaviors that result from the plan to effect a change in the organization (Hornstein, 2015). This strategy guides the manager in preparing the workers for the change, which allows for the prevention of negativity following the plan’s implementation. It calls for managers to discuss with workers the reason and purpose of the change and to ask for feedback so that the workers themselves can feel that they are involved in the process and that their thoughts and feelings are important to the managers. This is also the recommended strategy of Schyns and Schilling (2013) for managers regarding their interaction with workers. The more that a manager is able to demonstrate social and emotional intelligence towards workers the more likely those workers are to respect the organization and view it as having integrity and of valuing their input. Using transformational leadership skills, such as communication and motivation, the manager can acknowledge the feelings and behaviors of workers in response to the plan while managing them by orienting the workers towards the vision of how the workplace should be, and supporting the workers in their…
References
Bailey, S. K. (2018). Ethics and the public service. In Classics of Administrative Ethics (pp. 63-78). Routledge.
Gerhart, B., & Fang, M. (2015). Pay, intrinsic motivation, extrinsic motivation, performance, and creativity in the workplace: Revisiting long-held beliefs. Annual Review of Organizational Psychology and Organizational Behavior, 2, 489-521
Grama, B., & Todericiu, R. (2016). Change, resistance to change and organizational cynicism. Studies in Business and Economics, 11(3), 47-54.
Hornstein, H. A. (2015). The integration of project management and organizational change management is now a necessity. International Journal of Project Management, 33(2), 291-298.
Leonard, M., Graham, S., & Bonacum, D. (2004). The human factor: the critical importance of effective teamwork and communication in providing safe care. Quality and Safety in Health Care, 13(suppl 1), i85-i90.
Schyns, B. & Schilling, J. (2013). How bad are the effects of bad leaders? A meta-analysis of destructive leadership and its outcomes. The Leadership Quarterly, 24, 138-158.
Warrick, D. D. (2011). The urgent need for skilled transformational leaders: Integrating transformational leadership and organization development. Journal of Leadership, Accountability and Ethics, 8(5), 11-26.
Leadership, Team Building, And Communication Leadership, Communication and Team Building Examine traditional, contemporary, and emerging leadership theories and interpersonal forms of power. Create a profile of the ideal leader for the company you researched in which you describe the most appropriate leadership characteristics in terms of leadership style and interpersonal forms of power; and how these characteristics impact organizational performance. Leadership theories emerged during the early years of the twentieth century. The major
Leadership, Team Building & Communication Leadership theories continue to evolve as the complexity, nature and scope of organizations shift from command-and-control structures to more agile frameworks for managing change. The pace of disruptive innovation is accelerating, forcing reliance on the latest theories of leadership to keep organizations competitive in rapidly changing markets. The intent of this analysis is to evaluate the traditional, contemporary and emerging leadership theories and interpersonal forms of
Team building is a hot topic now in the competitive work environment / Especially during hard economic times, it is necessary to have a competent team that competes well. Previously, business and organizational professionals relied primarily upon scholarly disciplines such as sociology and psychology to model team building. Increasingly, they are now using sporting and military models to help build effective teams that will win in their operations. In Joe
Team Building Your supervisor assigned a client experiencing uneven performance production facility. The client applied a variety quality diagnostic tools issue discovered machinery processes working tolerances. The variable people. Team building is an important aspect for all organizations. Teams helped to bring together people who have different skills in order for them to achieve one common goal which helps the organizations achieve its set objectives and goals Hackman & Wageman, 2005. The term
In addition, the game is fun and not nearly as intimidating as other inventories, like the Myers-Briggs. There is not the delay between completing the questionnaire and then waiting for a report to be provided and analyzed. Instead, students can begin to understand their own, as well as others', behaviors as the game is played. This helps give them the knowledge they need to manage strife within teams, to
Team Building Activity The activity is presented with a summary, which offers a brief explanation of the activity and its aims. Next, the logistical considerations, activity goal, and the steps needed to prepare for the activity are carefully laid out. Following this detailed introduction, are step-by-step instructions for the team building activity and how it is concluded. In conclusion, some benefits for a company to offer this team building activity for