University of Southern California Organizational Communication Discussion Response

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onearf0315

Business Finance

University of Southern California

Description

I need two separate responses to student 1 and student 2s discussion posts. I attached both of the posts and the original assignment. They only need to be 1 to 2 paragraph response each. This post should provide constructive commentary, beyond “I agree”, “Good post”, etc. Simply rephrasing another student's post is not acceptable. Dont dog on the student either.

Dont really need outside sources on these

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What is the role of leadership in organizational change? Which of the models of leadership discussed in Chapter 10 are most appropriate for times of change? Would the different models advocate different kinds of leadership communication during planned change? The role of leadership in organizational change is to support the change being requested and be able to effectively communicate why the change is needed and how the change is to be implemented (Miller 179). I think the transformational leadership model would be the most appropriate model for times of change. I think that in order to gain the buy-in of the employees, a leader who not only articulates the importance of the change, but also "[modelling] the desired value" (Miller 188). For instance, the major process change I am about to make for my organization is something I not only believe will make our overall process more efficient, I will be following the same process as everyone else for the complex opportunities I work on. I can also feel confident when training my team on the new process because I have been testing it for the last three months. The different leadership models would advocate for different kinds of leadership communication during planned change. For instance, the process change I mentioned above requires communication regarding the change (the why), as well as the details of who it impacts, how it impacts them, when will it be effective and what the actual change is (the process). There will be a high-level introductory, with time for the employees to digest what they heard before launching into the actual training communication. Then a series of interactive training through video calls, shared screens and slides. For other types of planned changes, face-to-face communication might be more appropriate. Works cited: Miller, Katherine, and Joshua Barbour Organizational Communication: Approaches and Processes. Cengage Learning US, 2020. [Columbia College]. Leadership has several different roles during times of change. Ideally they have input and can help influence the changes being made in their departments. They are also many times going to be in charge of relaying the changes to their team. Whether or not they agree with the changes, they are going to be looked to for how to receive the news so they need to be advocates for the change and appear on board even if they disagree. In general, I would try to use underscore and explore or identify and reply. In most situations, I think those will get the best buy in and acceptance from employees. I would say different models are going to be appropriate in different situations. No one style is going to work all the time. For example, if there's a change where we are allowed some input, I would use "underscore and explore" (Miller, 180). Work thru some of the changes and obstacles and let the employees give input on what is working and what could go better. If it's a decision that's being pushed from upper management, I would go with a "tell and sell" approach. Let the employees know the changes that are coming and then try to explain how this will make things better for them in the long run even if it causes some up front pain. While only in rare occasions, there will be times when leaders have to withhold information. In the unfortunate event of layoffs, a leader is probably going to know more than they let on and would need to use the "withhold and uphold" (Miller, 180) strategy. No one is going to like the information but for legal reasons, some things have to be kept behind closed doors. Works Cited: Miller, Katherine. Organizational Communication Approaches and Processes. 7th ed., Cengage Learning, 2015.
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Explanation & Answer

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Reply to Kimberly: Discussion 2: Transformational Leadership
It is true that the transformational leadership style is one of the time-tested approaches
leadership styles that yield tremendous outcomes. Effecting change in an organization is one of
the most delicate processes that an organization can endure. Effective change management is
heavily hinged on organizational culture. The beauty of transformational leadership is that over
time, it grows an organizational cultur...


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