Discussion paper with 2 responses

Post 1 : The change will not happen just because "it's a good idea." The planned growth on the part of the educator or manager takes conscious and diligent effort. It will only occur when an individual's or an organization's pain is high enough to justify the difficulties of assimilating the change. Through organizational and individual vision clarity, organizations can expect their members to show commitment, diligence, and a passion for work. Individuals and organizations that can find a passion for work will not only flourish and be productive. Still, they will also find excitement in performing even the most mundane functions in everyday work.(Al-Mulla)

The author (Langer, 2018) demonstrates how to utilize various phases of the learning process to mature further an organization's ability to strategically and culturally integrate technology and explain below three phases of change in Linear Development in Learning approaches.

Phase 1: Establish learning to learn objectives: Individual learning contracts an inventory of learning styles—early-stage development of learning organization. A new culture was established; no change in an organizational structure—limited integration due to executives' lack of involvement.

Phase 2: Create a formal learning program: Individuals need to operate in communities of practice during this phase, as the infrastructure to support a democratic consensus process building. The learning process matured by speeding up the need for structural change in IT's actual reporting process.

Phase 3: Implement evaluation: Monitoring operations for measurable results by individual and group assessments. As organizational learning matures within ROD(responsive organizational dynamism), it appears there is an increasing need to educate the organization's executive management team. That was not the case during the case study's early stages.

References

Al-Mulla, D. M. (n.d.). Organizational Change & Development. Retrieved September 09, 2020, from https://www.academia.edu/4533951/Organizational_Change_and_Development

Langer, A. M. (2018). Organizational Learning Theory and Technology. In Information technology and organizational learning: Managing behavioral change in the digital age (THIRD ed., pp. 96-107). Boca Raton, FL: CRC Press, Taylor & Francis Group.

Post 2: Understanding why change occurs

Change is as important as its management in an organization. The process of change is naturally tiring and usually met with significant resistance. However, it is imperative that any business in a fast-moving environment must adopt strategies to implement change processes. Essentially, without change, businesses would lose their competitive advantage. Some of the reasons why an organization would need to find ways of outlining change include the continually increasing technological development, the evolving needs of the customers, the dynamic global economy, the challenging status quo, and the changing means of growth opportunities, among others. According to Langer (2017), line managers can try reverting to the former operational culture due to the challenges of outlining a change process.

As noted by Langer (2017), the phases of change were essentially aimed at allowing the organization to adopt and understand the process without interfering with the morale of the employees, among other aspects of the organization. The change process can be outlined in three phases, for that matter. The first phase involves an outline of the individual reflective practices applied in establishing the basic operations and line management. The first phase is an early stage learning that contributes to the development of the organization. In the process, new organizational culture is established without changing the organization structure.

The second phase involves having the line managers devise ways to defend the new organizational culture and participate minimally in learning opportunities without events. The organization leverages the existing structures to assimilate stability. In the third phase, the organization makes significant steps towards adopting new strategies. Besides, the organization moves towards adopting a social-based organizational decision making. The essence is to fully assume the outlined change aspects. The third and the last phase imply a mature application of cultural assimilation. The social structures adopted therein allows for strategic integration.

Reference

Langer, A. M. (2017). Information Technology and Organizational Learning: Managing Behavioral Change in the Digital Age. CRC Press.