COMMENT ON 2 DISCUSSIONS 5.1

PLEASE comment on the below discussion You can ask technical questions or respond generally to the overall discussion experience. Be objective, clear, and concise. Always use constructive language, even in criticism, to work toward the goal of positive progress. 

COMMENT TO Ckai Dawson

Change is one of the most difficult, yet satisfying things that happens in the world. No matter what we do it is inevitable that change will affect us either for the good or the bad. Within change there are always factors that guide its’ outcome. First is motivation, or why the change is needed or is happening in the first place. Second, is the process, or how said change will occur based upon the situation. Third, the players, or all the individuals involved that will facilitate the change or be affected by the change. No change is successful without a leader, and one that possess values to guide the change into a direction that is beneficiary for all parties within an organization. To be a values-based leader, one must be focused on making the right decisions. It means making decisions that focus on the common good, for reasons that agree with core organizational principles (Argosy, 2018). Those decisions can often define the new culture of a company which encourages the upcoming change, or it may solidify the attitudes of the current organizational platform reinforcing to stakeholders that leadership still has their best interest at heart. However, according to Michael McCuddy, professor at Valparaiso University, values-based, can be a very elusive termed based upon what side of the coin your values lie upon. Often times American public can be inundated with views of what is moral or right. Forcing a type of mob mentality. Unfortunately, however, such a set of values often reflects a narrowly defined set of moral issues (e.g., abortion, gay rights, and traditional marriage) while discounting or outright ignoring other moral issues (e.g., poverty, healthcare, and decimation of the environment) (McCuddy, 2008)

How would you generate a sense of urgency about the need for healthy change?

Creating an environment for healthy change can have it’s challenges, but with proper planning and initiative, it can be a success for any organization. To generate healthy change, you have to reflect true leadership. Many scholars have debated the difference between leadership and management. Warren Bennis (1996), a noted scholar and organizational consultant, managers administer, maintain, control, have a short-term view, ask how and when, imitate, and accept the status quo (McCuddy, 2008). Edgar Schein (1997, p. 5), another noted management scholar and organizational consultant, argues that leaders create and change organizational cultures, whereas managers and administrators live within existing cultures. As a value-based leader, urgency in change is created through building a bridge of trust and loyalty. With a trusted following, employees are more prone to accept the change and help the leader work toward it because they will understand its benefits to them. A values-based leader stands behind and fights for his employees with insures they will do the same for them. That gives motivation for urgency and follow through to take place naturally.

How would you manage and respond to the various reactions of employees (followers) to the change process?

Change for followers can be a traumatic experience, causing push back or resistance to occur. A values-based leader must operate with an open door mentality, allowing followers to feel that they are able to speak their minds and voice their concerns to someone who is ready and willing to listen and react in their best interest. The underlying foundation of value-based leadership is the extension of respect for people (Argosy, 2018). Providing sufficient ways for the trainiings, surveys, and follow up interviews; shows employees that the change leader cares and will continue to work with them throughout the process. Leaving little room for resistance.

What activities would you perform or enact to genuinely empower people by creating circumstances that promote and sustain change?

Living in Philadelphia, I became part of an organization known as EducationWorks. This was a non-profit that was brought into the public school system to assist with any shortfalls, in classes, before, or after school. During the early stages, the organization was very adamant in thoroughly training us, performing team leadership interactions, and community service events. All of these made the team stronger, and allowed them to become closer to and interact more with those in leadership. During times of change, employees were able to lend input through ideas and help to guide those less familiar through areas that would otherwise seem uncomfortable. These simple solutions can leave big impressions on employees far beyond the scope of being apart of that organization. I still find that I use these skills in my current employment situations and they have helped with dealing with certain change initiatives I have encountered.

PLEASE comment on the below discussion You can ask technical questions or respond generally to the overall discussion experience. Be objective, clear, and concise. Always use constructive language, even in criticism, to work toward the goal of positive progress. 

COMMENT TO Phillips Garang

How would you generate a sense of urgency about the need for healthy change? When the change leaders integrate ethical principles into the organizational change process, then the integrating of ethical principles in the change process will helps to facilitate healthy change within the organization because it will reduce any resistance and increased the rally of employees to support the change.The healthy change should be generating based on the organizational values and development of the organizational leadership mind-set to help facilitate the organizational change because the information will help expanding the leadership awareness and understanding of the common mistakes that associated with leading and managing of organizational change process. Understanding of the organization values, will generate a sense of urgency about the need for healthy change including what they are for and how they are developed in the contemporary challenge for the leaders.  According to Chatman and Eunyoung Cha (2003), the strong of the organizational culture, is based on two categories such as the high level of agreement among employees about what is organization valued and the high level of intensity about these values because an organization values are often embedded in the organizations culture and reflecting in the behaviors, language and symbol systems that used in the organization change process (Schein, 1985). The change leaders should influences their employees through leadership-values within the organization because utilization of leadership-values can automatically assist in influencing the relationship of teams within organizational conducted including behaviors.  However, if the team members understand the leaders’ personal-value or organization values then they will working to align with those values and working as teams to implemented change or facilitate change.

How would you manage and respond to the various reactions of employees to the change process?: According to Harvard Business literatures Review, Grant (2016) it cited that one of the most important critical factors for building quality and innovation in the organization or business is the role of values. When the employees are clear with organizational values then it possible help them to understand why the organization choose certain change practice. In my perspective, the change leaders have to manage and respond to several reactions from the employees to the organizational change process by creating the atmospheres of the following such as  the value-based leadership, value and ethics, and connecting personal to organizational values.  In this case, the value-based leadership will help in the well development of the leadership mind-set that could aid in the facilitating of the organizational change because the value-based leadership usually assist the organization in the developing the culture of trusts, to serve as fundamentals variable in the determining of the success of the organizational change process.  In numerous of literatures reviews, it has had been report that, some of the change leaders who demonstrated the quality management change initiatives, sometime failed because the leaders does not taken the time to builds  clear vision in the organizational culture. Engagement and innovation in the organization in values are a cores component (Turesky and Connell, 2010). However, they failed due to their lack communication and understanding about the importance of organization values and culture in the transformation (Mann, 2009 & Stone, 2012).

What activities would you perform or enact to genuinely empower people by creating: The activities should be the change leaders’ roles that will impact the employee mind-set, to demonstrate and influences as perceived in their transformations of the behaviors.   In the leadership with self-management and personality behaviors would transformation and reinforce the competencies to enact the genuinely empowerment, so that employees should scope with facilitates of change. The change leaders can perform the genuinely empower to people or employees by developing the clearly articulated goals, strategies and processes and share their understanding about why the facilitate change happened. The change leaders can enact the genuinely empower to people by improving the communication that creates the space for engagement, shared decision making among co-workers. Personal, I believed that, developing the proactive leadership which is not dictated by the problems such as employees’ resistance and communication factors, but driven by the organization vision and goals, could finally creates the organization culture that leads to good example of values and ethics principles, integrity and loyalty, trust and ethics etc.