Class Reflection Note -Jan 30
Download as DOCX, PDF0 likes168 views
The document discusses how organizations are interconnected systems and the importance of understanding individual responses to organizational change. It outlines a three-phase process of change: surrender, reorientation, and new beginning, emphasizing the challenges individuals face during the surrender phase and the role of leaders in facilitating this transition. Effective leaders should anticipate resistance, adopt participative leadership, and support employees in adapting to new roles while renegotiating the psychological contract within the organization.
Class Reflection Note -Jan 30
- 1. The Fourth Class Reflection Notes An organization is a totality, a whole with interacting parts or components. It can be significant to analyze the various parts and how they are affected by each other and by the whole (Burke, 2014). However, how do individuals cope with organizational change? And how do leaders affect change initiatives? Individuals need go through a transition before they embrace change. The process of change typically includes three phases: surrender, reorientation and new beginning (Burke, 2014). In the first phase, surrender, when recruitment, selection and replacement or displacement occurs in an organization, individuals will often need to give up their original roles. This indicates that they must adapt new position. However, this first phase can be quite difficult. Various forms of resistance often emerge in this first phase, and they can affect the whole process. Some employees do not adopt the change for subjective or psychological reasons. Leaders must seek to anticipate potential responses and resistance, and must be prepared to deal with them as they occur. Leaders also must seek to establish collegial models (Bush, 2011). This approach indicates that the leaders should utilize distributed leadership to identify the right people for the right positions in order to facilitate the larger change effort. According to Burke (2014), “major tasks would be accomplished by teams and that first-line supervisors would be team leaders rather than operate more traditionally as supervisors by giving close individual supervision” (p.101). This demonstrates that leaders also need to apply participative leadership. They should participate in the group, building good relationships with their colleagues. Moreover, leaders also have
- 2. an important coaching and counseling responsibility at this point in the process. Leaders and supervisors should consider each person’s individual needs and abilities in order to help the individual and the organization renegotiate a new psychological contract. In other words, the leaders should relieve the fear and maladjustment among their subordinates, assisting them to adapt to new roles and take the first step.
- 3. References Bush, T. (2011). Theories of educational leadership and management (4th ed.). New York, USA: Sage. Burke, W. W. (2014). Organization change: Theory and practice (4th ed.). Thousand Oaks, CA: SAGE publications, Inc.