Below are 2 discussions. The initial replies are Wednesday. The response needs to be 3-4 paragraphs a piece, with at least 1 reference.

Then I will send you my classmates replies and they are needed to be submitted by Friday- same format. 2 replies a piece.

Week 7: Influencing Cultural Change

It can be said that some people thrive on change, though for many humans, the mere suggestion of change sets off alarm bells within the mind. A quick Internet search on the key words “change anxiety” yields a host of programs designed to help individuals cope with change. As organizations are a composition of individuals, you can project that influencing organizational change may not always be simple.

With all its trappings, change is a necessary action. Or, in the words of author Robert C. Gallagher (who understands how humor can be a valuable communication tool),

“Change is inevitable?except from a vending machine.”

This week, you will explore methods for initiating cultural change. Note how, in some situations, asking engaging questions can be more effective than providing answers. A key question for this week is: Can one individual successfully change an organizational culture?

Learning Objectives

By the end of this week, you should be able to:

• Describe then analyze ways in which leaders can balance productivity and support employees
• Assess change theories
• Analyze effective strategies that support change efforts according to the lifecycle of a successful organization

Discussion 1: Balancing Important Tasks

One challenge leaders face when attempting to initiate cultural change is striking the right balance between being “bottom line” or results-oriented goals with taking the time to team-build and create safe spaces where employees can experience transparent communication.

For this Discussion, think back to a recent transformative change that you have made or been required to make. Identify the disconfirming forces associated with the change (economic threat, political threat, technological threat, legal threat, moral threat, and internal discomfort) and highlight methods that were used to balance the tension between getting the job done and ensuring employees had a positive working experience.

To prepare for the Balancing Important Tasks Discussion, review this week?s Learning Resources, especially:

Schein, E. H. (2009). The corporate culture survival guide. San Francisco, CA: Jossey-Bass.

• Chapter 6, ?Cultural Learning, Unlearning, and Transformative Change?

By Day 3

Post a cohesive response to the following:

• Describe the change that you experienced (leave names or other identifiers out).
• Identify the disconfirming forces associated with the change (e.g. economic threat, political threat, technological threat, legal threat, moral threat, and internal discomfort).
• How was cultural and emotional balance maintained during the transformation?
• Assess the methods that were used to balance the tension between getting the job done (reaching a goal or achieving the change) and ensuring employees had a positive working experience.
• What do you think could have been done better (or that you would have done as a leader) to ensure that the change process went smoothly?
• How does the culture within an organization impact the change process?
• In what ways can leaders facilitate change and support those impacted by it?

Be sure to support your ideas by connecting them to the week’s Learning Resources, as well as other credible resources you have read; or what you have observed and experienced.

Discussion 2: The Power of One?

Can one person influence cultural change, or does it take a committed group of individuals? Can cultural change begin at any level, or at any time in an organization, or is it first necessary to achieve buy-in from key stakeholders? Does it matter if the organization is a startup company or a mature company? You will address these questions as you analyze the ability of one person or a group of individuals to initiate cultural change. You will also defend your position by including your own experiences as well as references from personal experience, readings, and related academic research.

Post a cohesive response to the following:

• An assessment of the extent that one person can influence cultural change.
• An assessment of the extent that a committed group of individuals can influence cultural change.
• An evaluation of whether cultural change can begin at any level, or at any time in an organization, or is it first necessary to achieve buy-in from key stakeholders? Why?
• An assessment of the extent that it matters whether the organization is a startup company or a mature company.
• Provide an example from your own experiences that illustrates one or more of the preceding points as support for your assessment.

Be sure to support your ideas by connecting them to the week’s Learning Resources, as well as other credible resources you have read; or what you have observed and experienced.