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How might conflict affect the implementation of organizational change?

How might conflict affect the implementation of organizational change?

How might conflict affect the implementation of organizational change?

Mastering Leadership: An Integrated Framework for Breakthrough Performance and Extraordinary Business Results

Robert J. Anderson, William A. Adams,

Chapter 12 and 13

150-300 words each

Discussion 1

#1

What strategies might a creative-minded leader use to implement organizational change? Why?

How might conflict affect the implementation of organizational change?

What strategies could you use to manage that conflict?

#2

There are a few strategies that a creative-minded leader may use to implement organizational change. The first is to clearly identify the change that needs to be made and why (Lotich, 2017). This does not necessarily mean that the leader should identify the change that needs to happen then state how it will happen, they simply need to communicate effectively that a change needs to be made. Once that is clear, the creative minded leader can tap into her experience to create and realize innovative solutions as well as utilize her employee’s inspiring ideas. Next, a creative-minded leader should celebrate the successes that happen along the way while implementing the organizational change as a way to help those employees who may be resistant to the change (Lotich, 2017). Respond?

Lotich, P. (2017). Thriving Small Business. Retrieved from https://thethrivingsmallbusiness.com/implementing-organizational-change/

#3

What strategies might a creative-minded leader use to implement organizational change? Why?

A creative leader would use the transformation process to implement an organizational change. During the transformation process the leader minds are working extremely hard using both stages of development to create an outstanding implementation change for themselves and the company. The strategy the creative leader would use to help implement an organizational change is deciding on their purpose in order to create a vision. I believe must organizational changes in business are wanting to gain more customers and put out a certain look for their customers. A leader must train their minds to be reactive and creative at the same time. The creative mind will transform into the process of using more of an integral mind. (“The integral mind is built for complexity, designed for leading change within complex systems amid volatile, ambiguous, and rapidly changing environments” Anderson, (2019), pg. 265). The integral mind is one of the greatest organizations changed used in a business. In our textbook figure 12.1 “Stages and Effectiveness” individuals use 90% of their integral mind to be effective leaders. Which most leaders will use their reactive mind first which is 40% then ranges from the creative mind becoming second on the chart for the stages of leadership. I believe everyone numbers are different, because you have individuals who tends to think one way and others who have more than one personality. Respond?

Anderson, R. J., Adams, W.A. (2019). Mastering Leadership. Retrieved from https://phoenix.vitalsource.com/#/books/9781119147206/cfi/299!/4/4@0.00:4.63

Discussion2

#1

What strategies might you use to implement the personal change needed to support organizational change?

What is the relevance of unity consciousness in organizational leadership, communications, and change?

#2

What strategies might you use to implement the personal change needed to support organizational change?

Compassion, vision, strategy, and intuition are strategies that I would use to implement the personal change needed to support organizational. Being compassionate with employees helps for them to see that you care about their needs. When employees feel as if their needs are being met, changes within the organization can occur smoother. Getting others to understand your vision and strategy also allows for people going into a change with a clear understanding. It can be frustrating and confusing when an organization introduces change with no reasoning so providing a method to the madness helps for clarity. Intuition is a tricky strategy since it involves going off instinct. Sometimes our intuition speaks to us so that we may provide support for change. If it feels right go with it is what I practice. Respond?

#3

Hello everyone, the question is, what strategies might you use to implement the personal change needed to support organizational change? We all know where there is more than one person involved in anything there will be conflict. The reasons for the conflict can be difference of opinion, different goals, and power imbalances. If a conflict is poorly managed it can lead to all sorts of problem, low productivity is one of those things. For small businesses, where success often hinges on the cohesion of a few people, loss of trust and productivity can signal the death of the business. I would use accommodating, collaborating, and compromising. First, I would try to collaborate, getting everyone together so that we might all have a say in what is going on. That we everyone can feel as if they had a hand in fixing whatever problem there was. Getting the managers and the executive together first and letting them hash things out just to see where things go. Then if that did not work I would move on to the compromise. We can all agree that we disagree on a subject, only that would just be putting off the problem not getting rid of it. Change should be implemented in stages. Create the sense of urgency that gathers support for change. Then develop a solution that should be rolled out on a trial basis. This gives employees a chance to become familiar with the changes being made and adjust to them gradually. If you leave too much to the staff’s imagination when it comes to change, that can create misinformation and make change management difficult. So, neither Reactive nor Creative leadership is mature enough to hold the tension of conflicting opposites to enable breakthroughs to emerge. This comes with integrating the shadow, meaning that I no longer turn you into an enemy. I take the log out of my own eye and see you clearly. (Anderson, 2016). Because people are so divers, it takes a great manager to handle so many different personalities and well as all the different cultures that come along with that. Some people want to cover their heads, others want to sag their pants, still other like to put their feet up on everything. Those are small things that can set off a conflict. Respond?

Adams, W. A., Anderson, J. J. (2016). Mastering Leadership: An Integrated Framework for Breakthrough Performance and Extraordinary Business Results. Hoboken, NJ: John Wiley & Sons.

Discusson 3

#1

Provide citation and reference to the material(s) you discuss. Describe what you found interesting regarding this topic, and why.

Describe how you will apply that learning in your daily life, including your work life.

Describe what may be unclear to you, and what you would like to learn.

#2

This class is very educative to me and i have learn a lot of things that i do not know before and i am ready to apply the knowledge i learn in my career as a leader. what i really like most of the communications consciousness I am going to take this as rule of the thumb because i know it will help me in my job and personal life. i have chaired many meetings and i notice at point, some people talk a lot to a point they almost dominate the meeting they do this because they luck communication consciousness skill. Next time i go a meeting i want to begin by making changes in a way out meeting takes place. i will tell members that they should limit their talk to allow room for others to chip in and air out their view so that everyone will benefit from the meeting. Respond?

Anderson, R. J., Adams, W. A., . Mastering Leadership: An Integrated Framework for Breakthrough Performance and Extraordinary Business Results. [University of Phoenix]. Retrieved from https://phoenix.vitalsource.com/#/books/9781119147206/

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