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Running head: ORGANIZATIONAL CHANGE
Organizational change
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ORGANIZATIONAL CHANGE
2
Cummings and Worley’s five dimensions of leading and managing change
Cummings and Worley’s five dimensions of leading as well as managing change entail
motivating change, creating a vision, developing political support, managing the transition and
then ensuring a sustainable momentum (Cumming & Worley, 2014). As a leader, these elements
can help one in achieving organizational change in the following ways
In motivating change, the leader has the responsibility of ensuring that all members
embrace the spirit of change though in most cases change involves moving from a known
situation to an unknown situation that could be challenging to employees without the leader’s
motivation. In motivating change the leader should ensure employees have the confidence that
the change won’t negatively affect their competencies, worth, and coping abilities. Motivation
can help to instill readiness and as well overcome any form of resistance that might arise
Secondly, the leader should help in creating the vision of what the organization should
look like after change. The vision should make clear the purpose as well as the values in line
with the organization and the change desired. In doing this, members can get a clear direction of
what they will do, how they will do it and what to expect. This can also help in assessing the
changes. The vision as well ensures a common goal among members enabling them to work as a
team that understands why the change is important.
Political support is also essential for the running of an organization and once the leader
understands this, he/she can ensure the necessary politic...