Discussion Assignment Part 2 - Business Writer

Student 1-U4 Discussion 1

When the engage and learn model is done successfully it can be a proven model to help build collaboration and change to a business. By combining problem-solving the leader needs takes the initiative to ask questions, by creating an environment where the team can engage and interact by being able to learn from each other. This can include teamwork skills, time management, problem solving, research skills or conflict resolution.

Worley & Mohrman describe as what they call a “descriptive model”, Awareness, Design, Tailor and Monitor – while learning and engaging at the same time. As a new way of thinking about organization change that complement today’s challenges and the organization designs being implemented (Worley and Mohrman, 2014). This design is created in such a way for organizations to continuously change, as a business changes routines and processes, which has a ripple effect for everyone in the organization.  By creating the model without any arrows allows an organization to enter the model at any point.

As a leader, it is their responsibility to keep the change process in place and keep employees involved and engaged.  The organization must acknowledge the pervasiveness of change by insisting that both formal and informal leaders become competent change agents and by creating networks that support learning across the organization (Worley & Mohrman, 2014).

I believe I can find Worley & Mohrman’s engage and learn model very useful in my everyday work life even though I am not in a leadership role. Starting with awareness, I can prep myself for disruption and changes or ongoing changes that may occur, keeping an open mind will allow change to happen more smoothly. For design, shaping my thinking and the way I go about things and shaping a desired behavior. By monitoring I can be more aware of the outcomes from the changes, because change affects everyone being more aware of my surroundings and the way it affects each person differently will make me more prepared for change.  

Worley, C.G., Mohrman, S.A. (2014). "Is Change Management Obsolete? from Organizational Dynamics, volume 43, issue 3, pages 214"224. Retrieved from http://www.sciencedirect.com.library.capella.edu/science/article/pii/S0090261614000394

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