Tirza Gonzalesresourcefulness 22Adaptability 18Opt
Answer the 3 questions below and reply to each student.
Student Reply must be over 200 words.
Make sure all student replies you start it with Hello (Student Name),
Please upload each question in different word documents.
******Question 3 must be APA format and i have attached the GRADING RUBRIC. *************
Question 1:
Take the Change Readiness Assessment. Provide a summary of your results and a brief discussion stating if you agree with them, or not. Respond to two classmates’ posts.
Student reply 1: Robert Beckley
Here are my results:
Resourcefulness – 27
Adaptability -17
Optimism – 25
Confidence – 22
Adventurous – 18
Tolerance for Ambiguity – 6
Passion/Drive – 17
When it comes to change, I have always been an early adopter and championed the change. However, I can also tell when changes are long-term or permanent and when the change is just the “flavor of the month.”
I severed in the Army for 11 years, and one thing was consistent…nothing remained consistent, so I was very surprised but the results I returned after taking this assessment. I even went back and re-read the questions to make sure I read them correctly, it was early, and I was on my first cup of coffee.
When it comes to resourcefulness, I try to work smarter, not harder, and always try to look for the most obvious answer. If I feel I have gotten into the “weeds” too far, I see help, but I don’t think I overlook the obvious solutions.
Also, I consider myself to be a very positive and optimistic person; in fact, I can hardly stay being around pessimists; they are downright frustrating.
Adventurous scored slightly higher than I thought it might, I am not opposed to taking risks and pursuing the unknown, but do prefer something that stimulates my mind more than an adrenaline rush.
Tolerance for Ambiguity was spot on, and it absolutely drives me crazy when people want to “beat around the bush” or give me numerous, different answers to the same question, just shoot me straight.
Student Reply 2: Tirza Gonzales
Resourcefulness 22
Adaptability 18
Optimism 18
Confidence 20
Adventurousness 23
Tolerance for Ambiguity 12
Passion / Drive 22
Just to comment on a few of my scores:
I know that my Passion/Drive has also been a way for me to excel. When I don’t have this, I know that I am going to be bored, and probably fail. I just don’t give it my full time and attention if I’m not interested and I don’t care to retain information. I have really always been this way (so my mom would say). This can sometimes be a problem when there is something I need to remember, but since I really don’t have an invested interest, it becomes harder for me to stay interested and retain the information for future use. I know that I must write things down to refer to them later. On the other hand, when I am involved in something I am fully involved in because of passion or drive, there is no stopping me. I am all in.
I respect the fact that I am low in my Tolerance for Ambiguity. I find that I am uncomfortable when I know change is coming, but mostly because it’s the uncertainty and unknown and I don’t like that feeling of not knowing what is coming. This is probably why I don’t watch scary movies! I can’t stand waiting for the boogey man to come out from somewhere with something looking for someone!
I am pretty confident person, so I am okay with the score of 20 in Confidence. I relate this to not being too cocky or overly confident where it becomes showy or self-involved. I am just enough where my confidence sometimes may be questioned internally, but that just means that I will work harder for what I want, and ultimately become confident. I am fine with this.
Question 2:
Select two change models in Chapter Two. Compare and contrast the models and, referencing this week’s lecture, discuss resistance, or how change could be embraced. Respond to two classmates’ posts.
Student Reply 3: Laura Lawson
The first model to discuss is Lewin’s 3-Step Model. This model states that change is an ongoing process which moves through three phases. The first phase is unfreezing, during which there are recognition and acknowledgment for the need for change. The second phase is moving; at this point, action towards change occurs. The last stage is refreezing, where permanent change has occurred, and we can cycle back to the pre-unfreezing status before the next change cycle occurs. Resistance to change will occur during the second phase if the change is unexpected and unwanted. However, during this phase is when issues can be addressed to help guide towards the permanent modification.
The second model to review will be Lippitt, Watson, and Westley’s Change Model. This model is similar to Lewin’s but has been expanded on and altered slightly. This model has five steps and involves a change agent, who is the promoter of the implemented change. The weekly lecture stated that “A change agent can be the facilitator of the change, the OD consultant, or employees enlisted to help facilitate the process.” This model’s first step is the same as Lewin’s, which is to develop the need for a change or unfreeze. The second step is to establish a change relationship; this is stating that the change agent will help move the transition along towards acceptance with the client or workforce. Step three is to work towards a change, which correlates with Lewin’s Moving phase. Step four involves generalizing and stabilizing the change and aligns with Refreezing. The last step is to terminate the change agent’s relationship with the clients. The clients are now able to maintain the change on their own and no longer need the change agent to assist them.
Lippitt, Watson, and Westley’s model is more detailed and has a support system built-in. As such, I believe this would be the best model for a successful change within an organization. Lewin’s model is an excellent starting point and would be a benefit for smaller changes. However, within my company I have seen both methods implemented for change. I have noticed that if an organization believes that there will be resistance to the implementation of company-wide change, having change agents to help others along could improve the chances of the change is not only accepted but embraced.
Bierema, L. (2014). An introduction to organizational development. San Diego, CA: Bridgepoint Education, Inc.
Student Reply 4: Camren Smith
Week 1 Discussion 2
For this week’s discussion I chose to write about Lewin’s 3-Step Change Model and the Lippitt, Watson, and Westley’s Change Model. According to Bierema (2014), Lwein’s 3-Step Change Model “depicts change as an ongoing, fluid process of unfreezing, moving, and refreezing” (sec. 2.4). This model has 3 steps in the model. The steps are unfreezing, moving, and refreezing. Unfreezing happens when someone becomes aware of a need to change (Bierema, 2014). Moving is the step where that person takes action to make the change. Lastly, refreezing is where the change gets reinforced and implemented.
Lippitt, Watson, and Westley’s Change Model is made up of 5 phases instead of the 3 steps. The 5 phases are developing a need for change, establishing a change relationship, working toward change, generalizing and stabilizing change, and achieving a terminal relationship (Bierema, 2014). The first phase, developing a need for change, is similar to Lewin’s unfreezing step and is called a change agent. Establishing a change relationship connects the change agent to the client system (Bierema, 2014). Working toward change is similar to the moving step in Lewin’s model and is the action phase. Generalizing and stabilizing change is similar to Lewin’s refreezing step and the change gets implemented and reinforced. Achieving a terminal relationship is the act of releasing the client service from the consultant once the client system can sustain the change (Bierema, 2014).
Resistance is a resistance towards the implemented change and can prevent the change from happening. Resistance can be reduced and change can be embraced if a lot of work unit’s work together to come up with a change that works for each work unit. Change may be good for one work unit while the other work units are negatively impacted by the change. Another option to help embrace change is to organize helping groups. Helping group’s help people cope with the change and “provide a platform for people to share their feelings about the change” (Bierema, 2014, sec. 2.3).
Camren
References
Bierema, L. (2014). An introduction to organizational development. Retrieved from https://content.ashford.edu/
Question 3:
In a two- to three- page paper (not including the title and reference pages) select a, b, or c from the list below and compare and contrast the change interventions.
- Transitional and Transformational Change
- First and Second Order Change
- Operational and Strategic Change
You must use at least two scholarly journal articles that reference the selected change interventions, in addition to the text, and format your paper according to APA style guidelines as outlined in the Ashford Writing Center.