Your earlier presentation to the executive leadership team at Heavy WorX
Your earlier presentation to the executive leadership team at Heavy WorX has initiated interest in a system approach for increasing the effectiveness, efficiency, and morale of the organization. The senior leadership team advocates for you to implement a successful planned change program. Before implementing the program, you need to anticipate the potential for resistance to change throughout the organization.
Based on your readings, research, and experience, discuss the following:
- What resistance to change might occur with individuals, groups, and organization as a whole?
- What strategies or techniques can an organizational development practitioner use to reduce resistance to change?
- How could these methods be used in the context of Heavy WorX?
Please answer the questions with extensive knowledge and citation and references
ASSIGNMENT OBJECTIVES
Demonstrate an awareness of a range of organizational assessment tools, techniques, and facilitate an understanding of the appropriate application, capabilities and limitations for effecting successful change in organizations
Demonstrate comprehension of the fundamental principles, methods and tools used in Organizational Leadership (OL) for bringing about change in organizations.
Develop skill in the application of organizational tools and methods to diagnose the functioning of an organization, to develop recommendations for solving problems, and to design and implement, individual, group, and organizational effectiveness.
Part 2: 1200-1500 word APA FORMAT WITH CITATIONS AND REFERENCES IN APA FORMAT AS WELL
As an experienced leader, you know that the company needs to be proactive, be perceptive, and respond quickly to the ever-changing internal climate and external environment. You currently have an initial assessment of the climate and the external factors affecting Heavy WorX. It seems necessary to inform senior leaders that organizational development (OD) relies on valid diagnostic information about current problems and possible opportunities for improvement.
How can you convince senior leadership that you need to gather diagnostic information about the current climate and the company’s situation? Complete the following for this assignment:
- Identify and describe 5 diagnostic models or data-gathering techniques that could potentially be used at Heavy WorX, and include a comparison and contrast between the models and techniques.
- Choose 3 diagnostic models or data-gathering techniques to use to diagnose the problem at Heavy WorX, and describe why they are recommended.
- Describe how the data will be analyzed and used to create a diagnosis of the problems at Heavy WorX.
- How will you determine the root cause of the problems at Heavy WorX?
- Explain your role in diagnosis, and discuss the support and resources you might need.
I have my 1st week discussion board post if you would like to review it?
this is it
Change Management
Carla Dempsey
4/10/2020
Roles and Responsibilities of a Leader and OD Practitioner within Heavy Worx
As an organization development practitioner, one is entrusted with the entire job of carrying out the laid out plan to effect change in the organization. Heavy Worx Inc. ltd in order to successfully undergo the change process has to go through a number of interventions. The OD ought to carry out performance management activities in a bid to monitor the performance of all levels of employees. This will be complemented by initiating talent management activities that go a long way in teaching various innovation-related practices to the management and employees of the company. As a leader at the company, one ought to develop a reward system through which the employees benefit through being given rewards as a result of exemplary work. Additionally, the skills and knowledge of the workers of the firm may be improved by initiating human process activities such as training, coaching, and human process consultation, as this translates to an increase in the organization’s revenue (Smendzuik-O’Brien, 2017). As a leader, one also ought to make sure the company adopts technology-related activities at all levels, as this is essential in motivating change as well as achieving the desired results.
Advantages and Disadvantages of Leading Change as an Internal OD Practitioner
A company that opts to make use of an external consultant is highly guaranteed to obtain exceptional results as compared to the use of internal practitioners who are only used to tackling things normally, thus hard for them to come up with innovative ideas. However, the use of internal consultants may, at some point, be advantageous to the company in that they are more familiar with the problems of the company as compared to the external consultants. For this reason, they are likely to win the favor of their co-workers. The use of external consultants is advantageous to the organization in that they are not biased and able to see directly through the causes and problems that slow down business operations (Smendzuik-O’Brien, 2017). Additionally, a company is well prepared for the foreseeable future by the external consultants, unlike the internal practitioners who have a lesser chance of obtaining information beyond the company’s immediate needs. On the other hand, it is advantageous to a company to use internal practitioners since they related very well with the workers, unlike using external consultants who may take time to warm up with the employees.
Most Challenging Ethical Dilemmas That May Surface an OD Practitioner
The value and goal conflict proves to be the most challenging ethical dilemma that an operation director may face in the course of his duties. This occurs when one strives to pursue one goal, and it ends up undermining another valued goal. Additionally, this may happen when an OD seeks to undertake more than one goal, and this ends up taking the value of a more valued goal. The OD may decide to deal with the conflict in two different ways. The first involves handling the conflict by negotiating around it with the involved parties (Sippel, et al. 2016). This paves way creative solutions coming up as well as new possibilities. However, the conflict can be at times resolved by addressing it directly, although this may mean compromising the stated value. Thereafter, a meaningful discussion with the stakeholders involved or impacted is initiated to resolve it to totality.
References
Sippel, L. M., Roy, A. M., Southwick, S. M., & Fichtenholtz, H. M. (2016). An examination of the roles of trauma exposure and posttraumatic stress disorder on emotion regulation strategies of Operation Iraqi Freedom, Operation Enduring Freedom, and Operation New Dawn veterans. Cognitive behaviour therapy, 45(5), 339-350.
Smendzuik-O’Brien, J. M. (2017). Internal Organization Development (OD) Practitioners and Sustainability (Doctoral dissertation, Fielding Graduate University).
Answer preview Your earlier presentation to the executive leadership team at Heavy WorX
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