Change Managment

Summary in Narrative Form

The intended purpose of this exercise is to showcase the employment of cultural and ethical principles when undertaking a change in an organizations setup. The aim is to develop a team that is capable of making up to changes in an organization and feels incorporated in the organization’s set up and undertakings (Lewis, 2014). It is to modulate a team to the specified mode of understanding that should accompany the changes underwent in the organizational.

Change management is the approach used in transitioning individuals, teams and organizations using methods intended to redirect the use of resources, allocations in business processes and other modes of organizational reshapes. It is a consideration of what should change in terms of principles and practices focused on the individuals to be affected by the change (Cameron, 2012).

The shaping in consideration to personal mastery is to make the individuals have a deep personal vision in developing patience and strategizing to achieve realistic goals. Moreover, mental model symbolizes the external concept of reasoning and cognition when it comes to decision making in anticipating events to come by (Reiß, 2011). With these events being put in place, the concept of shared vision is achieved by having the forward looking mode of thinking shared among the team members in anticipation of a better future and ways to deal with circumstances likely to arise.

The learning discipline I have selected is the concept of self actualization when it comes to handling issues to do with change. With consideration of self actualization, an individual is in a position to realize his or her self worth when it comes to handling things. It gives the individual the feeling that he or she is capable of achieving and any back draws do not actually deter his or her progress (Lewis, 2014).

The group exercise I have selected is the mental model. With the knowledge that self actualization is in the mental status of an individual, working on the mental model is a big step in team development. This is in line with the anticipation that the people will be in a position to connect between their inner selves and the external presentation of the goal to be achieved (Cameron, 2012). Therefore by relating the discipline of learning and the exercise to be employed, change management will be effective with regard to the intended achievement.

The organization I have selected for the project is a business organization. Due to the changing nature of businesses in the current world of marketing, outline and structure, the project will be quite valid as it will address the actual concept of change, the likely effect and the ways to address them. With the knowledge imparted on the basis of industrial change, employing the concept of self actualization and the mental model, the team will be in a position to make relations concerning the impact of change to be experienced. In regard to this, they will relate the external accompaniment with their inner knowledge and anticipation and the outcome of the play will be applicable in shaping up to the change (Reiß, 2011).

References

Reiß, M. (2011). Change management: A balanced and blended approach. Norderstedt: Books on Demand.

Cameron, E., & Green, M. (2012). Making sense of change management: A complete guide to the models, tools and techniques of organizational change. London: Kogan Page.

Lewis, S., Passmore, J., & Cantore, S. (2014). Appreciative inquiry for change management: Using AI to facilitate organizational development. London: Kogan Page.

Team Development Session

The exercise that I chose in order to experience the chosen discipline of self actualization is mental model. The reason for choosing this model is because self actualization and the mental status or acuity of the individual go hand in hand. This therefore means that the mental model is a big part of team development. While I can say that the exercise went according to plan, there were some challenges that were encountered and that we could have done differently. A great part of the exercise was the utilization of the concept of self actualization so it could work in conjunction with the mental models discipline. However, since this was a team undertaking, self actualization varied from one individual to the next which meant derailed the success of program. What I could have done differently was change the discipline from mental models to shared vision since this could work better with team work and coordination. From the exercise I learnt that facilitation does a lot to promote change in the team development session. Planned and unplanned journeys have opposite effects with planned journeys promoting development while unplanned journeys have a counter effect. As stated above, I chose mental models. With this exercise I realized that mental models as a discipline has the most effect especially when it comes problem solving. The mental acuity of the manager depends on the mental model and determines how well to solve problems in the work place. Choosing a new direction and committing to that direction so that it can be a success cannot happen without the self actualization that is only possible with the discipline of mental models.