W5A1

CAPSTONE PAPER 1

CAPSTONE PAPER 4

Capstone Paper

Tylecia Westbrook

Walden University

MMSL 6905

Dr Marilys de Long Taylor

July 8, 2022

Capstone Paper

The research question: How do organizational leaders contribute to continuous learning, research, and development to facilitate effective change implementation?

Change has become a common issue in today's firms. Various variables are transforming the corporate world's landscape, including additional technology, acquisitions to downsizing, and other changes, all of which necessitate firms to implement change processes or risk becoming obsolete (Suh, 2021). Thus, it can be said that the change process is driven by external and internal causes, which necessitate the need to adapt to new methods of doing things. Every time a new paradigm shift occurs, organizations find themselves in an epoch of paradigm shift when a set of assumptions that had previously been regarded as the standard are no longer relevant. Since the marketplace is continually evolving, firms need to devise strategies and frameworks that may keep them on top of their game.

The success of any change in the organization is achieved when the top management is change leaders, especially the CEO that is expected to create an environment favorable to facilitate the adoption and implementation of change (Patfield et al., 2021). In this research, more focus is directed towards evaluating how the top executive management creates an environment for change by considering adopting education learning and research as the framework necessary always to prepare the employees ready to comfortable to agree and support changes.

I hope to accomplish the perspective that executive leaders should be change-oriented and open-minded, ready to bring new energy to the organization on a continuous basis by funding research, education, and learning that ensures that the employees are competitive (Swain, 2019). I target researching about the leadership qualities that the CEO has to have to deliver the best guidance to the junior staff in the organization that eases the adoption of new technology changes or any other changes and achieves success. Every change brought to an organization aims to improve processes, follow market trends, and remain relevant and competitive in the industry.

References

Patfield, S., Gore, J., & Harris, J. (2021). Shifting the focus of research on effective professional development: Insights from a case study of implementation. Journal of Educational Change. https://doi.org/10.1007/s10833-021-09446-y\

Suh, B. (2021). Workplace learning: how to build a culture of continuous employee development. The Learning Organization, 28(4), 457-459. https://doi.org/10.1108/tlo-05-2021-269

Swain, P. (2019). Organizational learning: developing leaders to deal with continuous change ‐ a strategic human resource perspective. The Learning Organization, 6(1), 30-37. https://doi.org/10.1108/09696479910255693