Change OD practitioner would let the three-day

 

Change has become
so practical in the corporate realm of today. Every industry is no longer
limited, innovations are so affluent on a bigger scale. Due to this demand for
change and innovation, associations are waiting in line for these transitions
to occur. Within a disarrayed and professional world, every association must be
prepared for the ever-changing dynamics that may target their industry. Perhaps
an association is unable to comply with the changes, they then create a stigma
for their organization which in return stunts their growth in their industry
while becoming less competitive.

The organization
can potentially cross paths with values and goals creating conflict and that is
an ethical dilemma that must be dealt with. There comes a time when the core
incentive behind values and goals becomes obsolete. As a training manager you
should always make sure that the President of the organization is on board with
the changes, therefore it is imperative that your objectives correlates with
how the President expects the results to be executed. If there is no agreeance,
potential problems will arise. Corporate social responsibility relates to the
ethical guidelines proposed in perspective of the current ethical dilemma of
reducing the team size. It is the obligation of training manager, who is hired
to facilitate as an OD practitioner to dilute the image and idea that goals
established by corporations are solely made with unyielding power to get one
over on society and its workforce, in this situation being the mid-level
managers.

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The necessary
retort to the President should address the conflicts by proliferated
communication and educational methods. The stages that Lewin incorporated
within his change model is justified through the knowledge of behavioral
science, and as a training manager or OD practitioner, it is necessary to
maintain your emotional intelligence of the dilemma by becoming capable of
handle all situations no matter the pressures or demands in an ethically and
socially responsible manner.  When an OD
practitioner is capable of applying their knowledge of behavioral science, it
will be evident when the leader of an association wants authentic positive
influence for the association as a whole.

According to the
three stages of Lewin’s model, the training manager should advise the President
to take the group of mid-level managers from their current state and recreate a
new corporate socially responsible atmosphere within the establishment of the
assigned three-day program. An OD practitioner would let the three-day program
mirror a stage each day, it would be suggested to have the first day address
the change that is made by unfreezing and breaking down the current status in
order to flow with the new change. The second day should aim towards clarity of
what is new and what direction will be taken, and lastly the third day will
refreeze and internalize all of the changes.

The vision Kurt
Lewin has included simpler change through his three-step system for
comprehending effective authoritative change and keeping the operations of an
association steady. “Often there are conflicting goals in the organization, to
increase resources to accomplish the change yet concurrently cut costs to
remain viable, while organization-wide change often goes against the very
values held dear by members in the organization, that is, the change may go
against how members believe things should be done.”

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