Managing Organizational and Individual Change - Essay Example

Managing Organizational and Individual Change Introduction Humans are complex beings whose daily lives involve busy schedules. It is essential in our lives that we should think about whom we are or who we desire or ought to be in future. Such a self-reflection should ensure that we can identify our strengths and weakness in that we can work on our shortcomings and upgrade on our strengths (Leslie, 2002).  An individual's drive, personality, habits, and values are critical components when it comes to one's style of management and career plans as well as growth as argued by Leslie ( 2002).  The purpose of this paper is by using informed relevant theory and research; critically reflect on my learning about my strengths and weakness regarding change management, and the implications of this in my future careers plans. The Positive Psychology Theory One of the most common theory when it comes to the aspect of self-reflection is the positive psychology theory. The theory sums that every living individual has strengths that they are born with but very few people can identify and narrow down to these advantages. Through the approach, it is argued that once the self-identification of the strengths is done and matched very well to the role one plays then one can enjoy the character and perform better than his colleagues (Wade, 2015). In line with this theory in my life, I have developed some strengths which are relevant to managing change. At first, I was someone who could not quickly learn things, but after some case of analysis of myself during my first career I developed the ability to learn new information and approaches, creative, become a goal-oriented person and with excellent leadership skills. I had to learn this skills as a way to ensure that I was able to adapt to the new environment in England. The talent will be necessary to my career in that it will enable me to learn and adapt to any anticipated management change in my area of specialization (Hill & Jones, 2008). The natural learning of new information has enabled me to adapt in England easily and continue execution of my day to day activities in a smooth way. In my past, I was also a person who was not very creative, but after a life long living and experiencing growth in different aspect and dimension, I have become a more creative person. In the recent times can do some great thinking and come up with productive ways to handle things despite the change of environment when I landed in England. I can come up with creative ideas in which I can accommodate different people and systems in my line of career. Through the positive psychology, theory can adapt to change in management if and only if am a person of originality, ingenious and quick to detect new perspectives which have been my advantage ever since I landed in England (Snyder, Lopez, & Pedrotti, 2011). The other two strengths of being goal oriented and leadership are supported by the theory in that they can be a catalyst in ensuring that my future career plans are attained. With a change in management, the approach further puts it that only individuals who are goal oriented will want to live and see the purpose accomplished (Snyder, Lopez, & Pedrotti, 2011). My earlier years of life and schooling I was not a goal oriented person but of now am a very determined person, and in spite of change in management, I will ensure tasks to be completed are done, and I have to strive and achieve my goals and at the same time tackle obstacles that come my way. I am a resilient person who quickly takes a positive attitude when encountered with work frustration and failure (Leslie, 2002). The positive psychology theory says that in general leaders are people who are consciously seeking and obtain leadership roles (Leslie, 2002). This is one of the weaknesses I have gathered over the years, and when it comes to change in management, I am likely not to take the lead and coordinate the team effort. Over time I have learnt on how to be able to persuade my fellow employees and engage them based on the logic of the situation at hand. This is likely to see my progress very well in my career as a not a confrontational and opinionated person. I do a lot of consultation among my seniors and peers this most of the time gives me an opportunity to understand and accommodate different diverging views on an issue (Hefferon, Kate, & Ilona, 2011. pp, 24-33). My weakness that I have in line with the positive psychology theory is being pushy. I tend to put more pressure on people to do things. I will have to work out on this weakness so that during the management change I do not force things to work out as I think but give room to other people’s ideas. This will be a proper direction in ensuring my career paths grows as I will be in a position to accommodate different views of people rather than making individualistic decisions (Clutterbuck, 2003).  Strength and Weakness Analysis Model My second focus is on the strength and weakness analysis model. It is a model that precisely analyzes strengths, weakness, opportunities, and threats in any working environment. Individuals use the model as an instrument for obtaining better self-image for reflections and coming up with a personal development design. Using the model one can dig into his or her strengths and weakness and at the same time unravel professional opportunities that may exist. Using this model I came up with the following strengths and weakness that are relevant to management change (Rogers, Finley, & Galloway, 2001).  Over the years I have developed strength of being conscientious, I have a sense of healthy self-control. This brings me out as an individual who is responsible, diligent and slow to act. With this attribute as my strength and if a change in management has or is likely to take place, I will ensure I do my planning in advance of any activities possible to work. The preparation will assist me in focusing on achieving the set goals in place and working to completion to ensure everything is in line with the laid down targets. My obsession of wanting the thing to be done right will come in handy during the management change as I will have to ensure I am well organized and purposeful (Pasmore, Woodman & Shani, 2010).  Using this model of analysis I can be able to improve on my main weakness is which is quick to judge. I was a person who was ready to decide, but when I landed in England, this had to change. I had to capitalize on my quick learning skills and allow the change I was going through to take its course. I have learned how to be more logic to try and understand the situations before judging quickly. This will give me an opportunity to learn other people during the transition and give me insights on how to relate with different circumstances during my career life (Clutterbuck, 2003).  Using the model I was able to learn how to adapt quickly unlike the person I was during my early stages of life. With a change in management taking place I found myself very adaptable to changes and liking variety. I am a good at multi-tasking, and this is likely to give me the opportunity to quickly move to the new changes putting in mind the previous situations. People who are adaptable like me are good managers and this likely to lead me to higher career paths as being able to take center stage when it comes to cooperation within a team (Sadler, & Craig, 2003).  Conclusion It is evident that it is crucial for individuals to prove their strengths and weakness. It is likely to help individuals to improve themselves and also help them to determine the best steps to take in their lives for personal and career development (Hill & Jones, 2008, pp. 17-18). Using the positive psychology theory and the strength and weakness analysis model it comes out evident that using my strengths very well and working out my weakness I will be able to respond to any management change with a positive mind. The difference in control can also have relations to our future career plans hence the self-reflection needs to be done with a lot of caution. Using the relevant theories and research at play, we need to reflect to understand events in our lives consciously, and at the same time hopefully, add and enhance meaning in our careers. This lifelong learning process is relevant in that it enables us to be aware of our strengths and weakness which allows us to take responsibility in improving our work performance (Bridgeland & Zahavi, 2009).  Bibliography BRIDGELAND, D. M., & ZAHAVI, R. (2009). Business modeling: a practical guide to realizing business value. Amsterdam, Morgan Kaufmann/Elsevier. http://www.books24x7.com/marc.asp?bookid=32162. BENNETT, N., CRAWFORD, M., & RICHES, C. R. (1992). Managing change in education: individual and organizational perspectives. London, Paul Chapman Pub. in association with the Open University. 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. http://www.123library.org/book_details/?id=98984. CLUTTERBUCK, D. (2003). Managing work-life balance: a guide for HR in achieving organizational and individual change. London, Chartered Institute of Personnel and Development. HABERBERG, A., & RIEPLE, A. (2007). Strategic management: theory and application. Oxford, Oxford University Press. Hefferon, Kate, & Ilona Boniwell. Positive Psychology: Theory, Research, and Applications. Maidenhead, Berkshire, England: Open University Press, 2011. Print. Hill, C. W. L., & Jones, G. R. (2008). Strategic management: an integrated approach. Boston, Houghton Mifflin. Leslie, M. (2002). The magical personality: identify strengths & weaknesses to improve your magic. St. Paul, Minn, Llewellyn MATTISKE, C. (2011). Managing organizational change: tools to help your team through change. https://www.overdrive.com/search?q=87E9DADC-49A6-4940-804F-3565E7778582. MRUK, C. J. (2006). Self-esteem research, theory, and practice: toward a positive psychology of self-esteem. New York, Springer Pub. http://public.eblib.com/choice/publicfullrecord.aspx?p=291344. PASMORE, W. A., WOODMAN, R. W., & SHANI, A. B. (2010). Research in organizational change and development. Vol. 18 Vol. 18. Bingley, Emerald Rogers, G., Finley, D. S., & Galloway, J. R. (2001). Strategic planning in social service organizations: a practical guide. Toronto, Ont, Canadian Scholars' Press. http://www.deslibris.ca/ID/412504 SADLER, P., & Craig, J. C. (2003). Strategic management. London, Kogan Page. Snyder, C. R., Lopez, S. J., & Pedrotti, J. T. (2011). Positive psychology: the scientific and practical explorations of human strengths. Thousand Oaks, California, Sage. Wade, J. C. (2015). Positive psychology on the college campus. Read More