Assignment 6

 Please follow the assignment below.  The example assignment will be at the end.

Using the same scenario from Assignment 1, you realize that transitioning your organization to a learning environment may not be as easy as first imagined. You have encountered several resistance issues relating to the culture, psychological learning, organization structure, workforce commitment, and dissemination of knowledge. You decide to gather a decision-making team to assist in identifying the high or moderate resistance risks that may stop or slow down the process of this transition. The decision-making team must also recommend some mitigation intervention to lower the identified resistance risks to either moderate or low. For example, a high resistance risk can become moderate or low and moderate resistance risk can become low.

Your final product will be a table that identifies five (5) issues related to the organization’s culture, psychological learning, organization structure, workforce commitment, and dissemination of knowledge. You must also provide a description of each resistance issue and rate the resistance risk before the mitigation intervention as either High (H) or Moderate (M). Then, you must provide a description of your team’s mitigation intervention and determine the resistance risk’s downgrade from High (H) to Moderate (M) or Low (L) and / or Moderate (M) to Low (L) after the mitigation intervention.

Create a table in which you:

1. Determine one (1) challenge in the culture that may cause a major resistance to the transition from individual learning to organizational learning. Next, recommend one (1) mitigation intervention to downgrade the identified resistance in your table. Provide a rationale for your selected mitigation intervention.
2. Predict one (1) psychological learning threat that may result from the transition and then provide one (1) mitigation intervention to downgrade the identified resistance in your table. Provide a rationale for your selected mitigation intervention.
3. Assess the current organization structure as it relates to the free flow of knowledge then specify one (1) issue that may cause a major resistance to the transition. Provide one (1) mitigation intervention to downgrade the identified resistance in your table. Provide a rationale for your selected mitigation intervention.
4. Critique the workforce commitment to this transition and predict one (1) major resistance you may encounter. Next, provide a mitigation intervention to downgrade the identified resistance in your table. Provide a rationale for your selected mitigation intervention.
5. Propose one (1) dissemination of knowledge issue with the recipients’ ability to absorb the knowledge and comprehend it into action (i.e., motivating the recipient to share knowledge). Next, provide one (1) mitigation intervention to downgrade the identified resistance in your table. Provide a rationale for your selected mitigation intervention.
6. Use the Resistance Risk Mitigation Intervention Table template located here. You may also use Microsoft Word or other equivalent software to create a table in an equivalent format for this supporting document.

Your assignment must follow these formatting requirements:

• Be typed, using Times New Roman font (size 12), with one-inch margins on all sides. Check with your professor for any additional instructions.
• Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page is not included in the required assignment page length.

The specific course learning outcomes associated with this assignment are:

• Examine the processes of how organizations learn and organizational barriers that impact the process.
• Examine the concepts of personal mastery and mental models and their related importance in a learning organization.
• Examine the driving forces related to organizational learning.
• Evaluate management behaviors that influence organizational learning.
• Analyze the key components of a learning organization and the role of a chief learning officer.
• Use technology and information resources to research issues in developing a learning organization.
• Write clearly and concisely about developing a learning organization using proper writing mechanic.

Click here to view the grading rubric.

Grading for this assignment will be based on answer quality, logic / organization of the paper, and language and writing skills, using the following rubric.

Week 1 Assignment to follow for current assignmnt

Diversity is one of the problems that affect most of the organizations. Modern organizations encounter difficult moments when trying to meet the greater diversity among the employees, hiring workers from different races, creeds, genders and ages to make various ranks within an organization. Diversity influences an organization into challenges and obstacles to overcome. Any organization that can manage a diverse workplace has a solid advantage over other companies that are unable to embrace diversity in the most efficient way. This discussion focusses on diversity as the primary issue that is affecting most business organizations.

Major organizations are facing the problem of coping with diversity and in our organization, it is no different than the others. Several factors great contribution towards the prevalence of diversity in this organization. One of the most important factor causing diversity in the modern workplace of our organization is the rate of the increase in the population of the United States (Khan, 2015). Increased population in the United States facilitates the acquisition of workers from different ethnic groups within the country. However, our firm is encountering a problem of meeting the demands of all the workers. These workers have different ideologies implanted in their cultures that bring many difficulties whenever the organization tries to implement its business strategies.

 The firm’s organizational culture aims at determining the way its employees respond to the challenge of diversity that they may encounter in the workplace. The human resource management of the organization depends on the support of the organizational culture of the firm (Sharan, 2008). However, the structure of this organization aims at meeting the competitive advantage of this company. Meeting the competitive advantage of this company entails implementation of strategies that helps in the provision of the requirements of diverse workers within the organization.

 The concept of mystification is a common characteristic of the firm’s organizational structure.  The structure of this organization assumes that all the employees have similar preferences in the accomplishment of the Company’s activities. This company provides similar opportunities to all the employees (Lipshitz, 2007). It adopts a structure that generalizes the requirements of the customers without meeting personal differences that may exist among the employees. Also, the management of the Company provides a vision and mission statements that outline what the company requires its employee to do instead of describing the activities that the company must do. The company tends to violate the ethical considerations of most of the employees by adopting a rigid organizational structure that does not vary with the differences that exist among the employees.

The existing Organizational Learning Mechanism of the Company allows the company to gather, examine, store, circulate and use information relevant to the customers of the organization. The company makes daily reports on the performance of the employees as well as their attendance to facilitate efficiency in the working process. This organization applies an effective control mechanism that enables the company to examine the positive and the negative reactions of all other mechanisms that this organization uses in meeting the market demands of its customers (Jennex, 2008). The online Organizational Learning Mechanism is one significant strategy adopted by this organization. The company utilizes this mechanism by encouraging its workers to work as a team.  Working as a team helps in improving work efficiency from the employees. This strategy helps the company to solve the problem of diversity. It helps the company to make compensation for the differences that exist in the work performance that emanates from the problem of diversity.

Internal Organizational Learning Mechanism by an organization is an alternative method for replacing the above method that hinders this organization from attaining individual learning. Internal learning mechanism entails utilization of internal resources and structures to meet the organizational demands as well as promoting unity among the employees. This method best suits in solving the identified issue of diversity that is affecting the day to day operations of the Company.

The norms of the organizational structure of this firm entails working as a team. It requires similar values and norms that influence behavior. In the implementation of this organization culture, the management encounters challenges that hinder productive learning. Some of the reasons behind the company’s inability to achieve productive learning are the adoption of transparency and integrity in education (Boud, 2006). The productivity of an organization depends on its ability to solve the problem of diversity and promote a team spirit that enhances productive learning. 

The level of transparency that takes place in this organization is ultimately inadequate. Lack of transparency denies the acquisition of the most valuable information concerning the employees that will help in promoting diversity. Therefore, it is advisable for this organization to develop an effective strategy that enhances productive learning. Integrity poses similar difficulties whenever an organization tries to facilitate productive learning. An integrity-based approach to ethics management embraces for the managerial responsibility of ethical behavior. This method seeks to define the guiding values of the company, its aspirations as well as the patterns of conduct and behavior. Failure of a company to identify its core values translates to low productive learning. Therefore, the firm ought to apply the most appropriate strategy for solving the problem of diversity and promote productive learning of its employees.

References

David Boud, P. C. (2006). Productive reflection at work : learning for changing organizations. New York: Routledge Publishers.

Jennex, M. E. (2008). Current issues in knowledge management. Hershey, PA: Information Science Reference.

Khan, M. A. (2015). Diverse contemporary issues facing business management education. Hershey, PA: Business Science Reference.

Lipshitz K. Raanan, M. P. (2007). Demystifying organizational learning. Thousand Oaks, CA: SAGE Publications.

Sharan, I. T.-c. (2008). Organizing schools for productive learning. New York: Springer Publishers.