Wrap Up Discussion LW WK9 - Essay Example

Wrap Up Discussion LW Wk9: Who Moved My Cheese Who Moved My Cheese Based on ‘Who Moved My Cheese’, organizationaldevelopment could be appreciated as more complex after incorporating the crucial lessons from Managing Organizational Change where the story about the four little characters: Sniff, Scurry, Hem, and Haw, was a story of change. When applied to contemporary organizations, the story depicts two different ways managers manage change through the perceptions of Sniff and Scurry (two little mice), as contrasted to Hem and Haw (two Littlepeople).

These groups could be viewed as two competitors of a particular product (cheese) or industry.Based on the reading, the following responses were noted pertinent to the following questions: What was new to you? From the reading, one realized that managers could actually initially believe that change is not needed, especially when everything has been performing well. Just like Hem and Haw, they spend considerable amount of time resisting the need to change and trying to rationalize and justify why change was being imposed on them, in the first place.

What was helpful to you? The lessons from what changes in organizations have relayed information that was helpful in realizing that routines are a source of stability in organizations and therefore need to be fundamentally disrupted to produce change. Just like what Hem and Haw experience, routinely going to Station C for their source of cheese limited their orientation and vision as precluding the source of their very existence to Station C. When they realized that the cheese at station C was gone, they thought that someone moved it and did not realize that routinely getting their cheese from this source depleted the supply.

In addition, one learned that organizational change could be managed to minimize resistance and to ensure that the needed transformations would be instituted effectively.What might be helpful to your organization?As learned, various organizations have different ways to manage organizational change depending on the reasons for change, the images of managing change, and the types of changes. Although there is no effective prescribed manner for managing change, the techniques and guiding principles outlined in the managing organizational change module are all helpful to cater to the specific needs of the organization.

Thoughts about managing organizational change in general.For one, I realized that managing organizational change needs the cooperation and participation of all who would be directly involved and affected by the change process. Further, after communicating all pertinent information relative to the proposed change, organizations must be prepared to implement the change process that affects internal resources and must also incorporate all external factors that would significantly influence and impact the organization’s performance.

How can you make employees resist less and accept change more in your organization?  Resistance to change could also be managed, as learned. As change agents, managers must aim not to eliminate resistance but to minimize it in a manner similar to managing conflict. Moderate resistance to change serves as control mechanisms to prevent the proliferation of trivial changes which benefit no one but unduly disturb system equilibrium.What can you implement immediately? In the organizational change process, one should always communicate the need for change immediately.

By rationalizing and justifying the change and by enjoining crucial personnel to participate in the change process, resistance would be minimized and the strategies to implement proposed changes would be detailed to achieve the defined goal required for improved organizational performance.