ORGANIZATIONAL CHANGE

MANAGING ORGANIZATIONAL CHANGE AND LEARNING

Discussion and Review Questions:

1. Why is diagnosis so vital in organizational change programs?

* Diagnosis is important because it can help to monitor the following production based on the problem or any circumstances that occurred in the previous undertakings of of organization.
Diagnosis helps to promote good developmental changes for an organization through studying the cause of problem by gathering information to correct or to do better plan and action in the present situation of an organization.

2. Explain the concept of Organizational intervention and why any particular management or organization change can be considered an intervention.

* Intervention- a specific action or program undertaken to focus the change process on particular targets.
- taking actions toward best changing process of an organization by focusing on what is the problem of a certain organization.

* Organization change can be considered an intervention because once an organization undertake changes, they would probably undergone intervention program to formally arrange or plan the best changing process for an organization.


3. Might some managers attempt to implement a particular intervention, such as TQM, without first diagnosing whether the intervention would be appropriate for their organization's problems?

* attempting to have particular intervention without first diagnosing whether the intervention would be appropriate for their organization's problems is quite hard because specific problems and pointers would not be given or would not be specify when conducting a programs related to intervention. An organization would be harden to get particular things to focus on without knowing the specific problem of their organization and they would not get the best idea to apply on that particular matter of their organization which is the process of organizational change.


4. Evaluate the ethical issues associated with downsizing an organization by reducing its labor force to increase the organization's long-run chance of survival. What other ethical issues can you identify in the practice of organizational development as you understand it thus far?

* Downsizing organization is probably a big no no for the employees for this may be their only source of living but the fact that only the organization's long run-chance of survival is what matter most, it can be the only way to surpass the problem of an organization.

* Downsizing, for me, cannot be called an organizational development because the fact that a certain organization decreases its workforce is not meant to be good for growth, but good to avoid total decline of an organization.

* Other Ethical issues are selling shares or stocks to other companies with good integrity and managerial specialties and/or to collaborate with other organization so as to success of one would be the success of another.

5. Describe the relationships among the steps of the change model depicted in this chapter and the process of unfreezing-new learning-refreezing. Which steps of the model are related to which elements of the relearning process?

* Unfreezing the old learning is one of the most used of an organization, lots of experiences in which learning is composed of are the first to consider. People who are oriented with an old ideas find it hard to swallow new learning, skills and development. Those people have lots of things after in an organization that is supposed to change.

* Movement to new learning is allowing new possibilities, opportunities, ideas and any other learning through trainings can be absorb in a manner of careful and sensitive teaching.

* Refreezing the learned behavior occurs when feedback and reinforcement from other people are given. Refreezing the previous things learned in order to comply which according to the feedback of other people.

6. How is the appreciative inquiry approach to organizational change different from a problem-solving approach?

* Appreciative Inquiry let the organizations to be positively in control of organizational change through Diagnosis and presentation of positive characteristics of changes, the process and outcomes. it helps the organization to face certain changes positive and give positive outlook in any process of uncertainty in an organization; and

* Appreciative Inquiry approaches an organization to look forward for better development through evaluating the problems of previous undertakings, unlike the problem-solving approach, although it gives solution to a certain problems, it only goes to show that problems may always occur and resolve but it never been prevented.

7. What would be the characteristics of an organization or situation for which the use of reason would be an effective approach for managing change? Are such organizations and situations relatively rare?

* Reasonable Risk Taker:

- An organization should always expect changes and so risk of planning, reproduction are possible, such as investing some of your gradually succeeding business's stocks in order to expand the circulations of business, therein, changes occur such as implementation of rules, exchange of superiority, other managerial plan, personnel and the process of your production might also be change and the risk should already expected.

- This kind of situations are relatively rare, especially to all organizations where competitions are also present so taking risk should also consider.

8. Explain why a change program should be evaluated and why such an evaluation is so difficult to conduct.

* Change program should be evaluated in order to know if such changes have done better things for the improvement of an organization or it just became even worst.

* Evaluation is too hard to conduct because it has a wide scope of evaluating field to consider such result of evaluation. The elements of organization is big and it composes a lot of factors and sections to come up with valid and reliable result of evaluation.



SUBMITTED BY: APRIL ROSE S. MENDEZABAL
BSOAD-COMPUTER EDUCATION 3B