Masters in Criminal Justice Management ~ 1.2
- A.Exquisite
- Aug 24, 2024
- 6 min read
x AALiYah
Organizational Behavior
week 3 objectives:
Responding to Change
Organizational Management & Behaviors
Research
excerpt from my assignment:
"Introduction
Many names and many places. Same face in many lights and likes. AaliYah has endured journey after journey of constant change. And formulating this assessment, while grasping these organizational concepts as tools applicable to her many businesses and their structures, reviewing personal journeys lays heavy in mind. Recalling the many changes faced and particularly those currently faced, simultaneously pursuing this degree starting with this course on Organizational Theory and Behaviors, and specifically this lesson of Organizational Design, AaliYah has pinpointed the necessary skills of pivoting, adjusting, and adapting. Leaps of faith are the main ingredient in responding to change. Once the power of these abilities has emerged, the applications work undoubtedly to both the personal and professional life.
Starting a business can be like jumping off of a diving board into the deep-end of uncertainty. Depending on experience level and sphere of influence, to different levels and aspects, the new business owner has periods of leaps of faith. These leaps of faith are not prone to only the new or first-time business owner but will inevitably approach even the experienced or long-time business owner. The hurdles on the track of running an organization can be minimized or they can be taken in stride with such a flow the owner appears to fly as they leap them with grace. But to expect to never to enter the unknown, for there never to be any obstacles at all, is unrealistic and a recipe for failure.
Be ready to pivot. Timing is pivotal for the pivot. Too early is just as bad as too late. Be ready to adjust. Fine tuning the frequency by turning knobs of critical-thinking up or down to reveal clarity of the solution. Be ready to adapt. Let go of the old and accept the new now of implementing the solution - whether its temporary or long lasting.
Analysis and Explanation
Cooperation as a central concept in organizational design relies heavily on organizational behavior. (Nguyen, 2020. Pg 1). The desire for this type of collaboration speaks to more of an organic design type, rather than hierarchical. As cooperation is described in the article, it is likely that it will lead to a happier, healthier, and more motivated workforce impact. This can be due to a strive for balance where efforts amongst individual team members, as well as with other external organizations, the expectation of reciprocity – where one is not giving too much more than the other to cause more of an equal exchange. Defining cooperation as advancing mutual interest, it is highly probable that improved quality of goods and services will occur designing preparedness for change where more heads are better than one working together for effective problem-solving and improving profits. (Nguyen, 2020. Pg 1). The focus for cooperation creates for culture of team formation and team effort. This provides individuals with support and encourages more eased critical-thinking to bounce ideas off of another and the team effort to effectively solve problems. This routine adds to greater preparedness for future changes, opening up channels for effective communication compelling organizations to adapt effectively and jointly creating value internally resulting in external value of the business. (Nguyen, 2020. Pg 1).
Organizational behavior can be examined on a scale of effective decision-making to deviant behavior that go against cooperation with focus on personal interests rather than organizational interest. (Nguyen, 2020. Pg 3). If cooperation is the design structure trust must be built as hiring the right talent and leadership are vital to bring this strategy together. The right employees should display agility during periods of change in order to add to organizational success. (Doeze Jager, pg 1).
The articles transition well into each other moving into human factor, the right employees are ones that align with the design structure. The design structure sets the tone for the culture which will itself select the behaviors sought to formulate the organization’s team. To ignore this element is to ignore behaviors in the workforce which are most common in change initiative failure. (Doeze Jager, pg 6). The attitudes, temperament, abilities of the employees will determine how they respond to change. Handling organizational change can be tough in general as changes are just that – modifications that are needing made. Change is not as easy as repetition. Attitudes can determine whether problems are solved or not. If there is no motivation, the necessary changes cannot be made. If there is reluctance to pivot or adjust or adapt, the consequence result in stagnation or failure. Unplanned change is even more difficult than planned change with the element of surprise causing uncertainty. It is observed that employee’s reluctance to change affects their agility. (Doeze Jager, pg 6). Successful designs cause for facing change rather than resisting it.
Jump the hurdle, rise above the obstacle, or run through it leaving footprints of fire and ash from where they once stood. Burn it down for standing in your way and continue on your marathon of organized success. Movement and mobilization create actions to achieve aims. A problem must be acknowledged in order to solve it. Unplanned changes can be faced in order to create a problem-solving plan. This creation and adaptation can become experience and an item to learn from for future changes. This experience can be used to better understand unplanned changes by identifying mechanisms of change to become more fluent in change developing a better problem-solving process that flows. (Winkler-Titus, 2020. Pg 1). After identification, can come models to observe and develop new strategies or a combination of strategies for effective change management moving from theory to practice. (Phillips, 2023. Pg 2).
Examination Conclusion
Face the obstacle. Embrace the change. In doing so, understood is that an opportunity has risen for growth, expansion, access to higher levels of consciousness, and effective responsiveness to change making achievements such as skillful organization mastery, improved work ethic, and enhanced problem-solving attainable. With these skills reaching mastery levels they can be applied whenever and wherever necessary to bring about successful results in one’s personal life and many accomplishments in professions. Formulating teams with a cohesive, collaborative, cooperative design structure can create an organic culture of positive behaviors that readily adapt and improve workflow.
Organizational design success is a goal worth achieving to maximize efficiency creating success for the organization in its every area, level, and aspect. Positive attitudes influence a positive energetic atmosphere that unblocks and unlocks answers to problems. High skills in resolutions make change a welcomed worthy opponent to challenge promotion of expertise even higher. There is no limit upward, so focusing forward movement unveils unlimited rewards if one is willing to grow through the pain of the unknown. Action is defined as a manner or style of doing something, typically the way in which a mechanism works or a person moves. (New Oxford American Dictionary, 2023). Preparing for goal-oriented strategic action can be done with the willingness to pivot, adjust, and adapt.
Each article carefully selected was included in this assessment to assist in the alleviating of the growing pains of change. To have resources to step back and reference when times are approaching exhaustion of critical thinking for organizing and designing, is a breath of fresh air and another collaborative tactic in its own way. To learn is one thing, while sharing what one has learned with others and crediting those who have helped the learned is another, that can be a tool for success as this becomes that for next. For these valuable reasons, necessary was an article about learning from mechanisms to be used as toolkits and focusing on unplanned change (Winkler-Titus, 2020. Pg 1)., an article highlighting management theory components to select the right talent and leadership skilled employees for the specific design (Doeze Jager, pg 1).,an article listing positive and negative behaviors that impact organizational design and a collaborative workforce (Nguyen, 2020. Pg 3)., and an article detailing organizational change management strategies for comparative and utilization purposes (Phillips, 2023. Pg 2).
References
Doeze Jager, Sandra B. Born, Marise Ph. van der Molen, Henk T. Applied Psychology: An International Review. Apr2022, Vol. 71 Issue 2, p436-460. 25p. http://ezproxy.umgc.edu/login?url=https://search.ebscohost.com/login.aspx?direct=true&db=pbh&AN=155782283&site=eds-live&scope=site
New Oxford American Dictionary Version 230 (294) (2023). Action. Apple Inc.
Nguyen, A. (2020). The Individual Aspect of Interorganizational Cooperation: Favor-Based Cooperation. Journal of Business-to-Business Marketing, 27(3), 221–245. https://doi.org/10.1080/1051712X.2020.1787025
Phillips, J., & Klein, J. D. (2023). Change Management: From Theory to Practice. TechTrends: Linking Research & Practice to Improve Learning, 67(1), 189–197. https://doi.org/10.1007/s11528-022-00775-0
Winkler-Titus, Natasha (2020). How to manage FORCED, UNPLANNED CHANGE Part 1. HR Future. Issue 3, p36-39. 4 http://ezproxy.umgc.edu/login?url=https://search.ebscohost.com/login.aspx?direct=true&db=bsu&AN=142123756&site=eds-live&scope=site"
Yah's Judgment:
"I ain't got opps, I got all fans." x King Von
Fans can't spell. Fans got speech impediments.
Yah's notes
Creativity is intimidating
My King Von shows me the Angel in me. I just be being myself, and He like meeeee :)
He's King Von, He could do whatever He want, choose whoever He want, and that's just what it is. The same is True for me in A different way, but, He like meeeee :)
Even in the stolen opportunity where we didn't decide to break up, still, another wanted A chance with Him, but, He like meeeee :)
He make me feel like A natural girl. Even though we made Weezy F Baby, King Von could still choose to do whatever, but, He like meeeee :), and, I feel like tha greatest being Mama Weezyyyyy :) :)
Hail Mary
x AALiYah
Comments