M1D1: Understanding Change Introducing change within an organization is both, chaotic and invigorating, stressful and satisfying, and as creative a process as it is a rational one. Respond to the following: • Why is change, both, a creative and a rational process? Provide examples to support your response. • Which of the two processes is a greater determinant of successful change in an organization? Provide examples to support your conclusion. Post your primary response. Read any postings already provided by your instructor or fellow students. Remember to read the feedback to your own major postings and reply to it throughout the module. Each post should be 100–150 words and written in your own words. All quoted text must be cited using APA format (6th edition). See the Course Calendar for due dates for posts and responses. Compose your work using a word processor and save it, as a Plain Text or an .rtf, to your computer. When you’re ready to make your initial posting, please click on the “Create Thread” button and copy/paste the text from your document into the message field. Be sure to check your work and correct any spelling or grammatical errors before you post it. Evaluation Criteria Review the SBT Discussion Rubric located in the “Start Here” section of the course for more information on grading criteria. Together, all discussions comprise 20% of the total course grade.

M1D1: Understanding Change

• • Introducing change within an organization is both, chaotic and invigorating, stressful and satisfying, and as creative a process as it is a rational one.

 

• Why is change, both, a creative and a rational process? Provide examples to support your response.

• Which of the two processes is a greater determinant of successful change in an organization? Provide examples to support your conclusion.

 

 

The process of introducing change requires adequate planning and excellent management to ensure it serves the intended purpose. The method of inducing change is both creative and a rational one which shows an intense level of transformation from the norm. The venture makes it creative, while rationality is informed by the possibilities of the positive impact change is bound to produce (Hall & Hord, 2006). The process of overturning what people are used to attracts much attention and emotion investment as it is a variation to what people are used to in the first place.

The chaotic and invigorating nature of change is that it creates rebellion and elements refusing to accept new norm of doing things. It is in human nature that change is not always welcome as it tends to disrupt the daily routines of people. In an organization, for example, change how employee conducts their business creates confusion, unnecessary rush, and total chaotic nature as they try to transform from the old system to the new one (Chapin III, et al., 2009). The flexibility of the employees determines how easy the transition process will be, otherwise, becomes more chaotic than ever. At the same time, the confusion and transformation of operations in the organization draw invigorating venture as employees feel part and parcel of doing things in the organization. Hence, the stressful nature when there are rebellion and chaotic upfront in the functioning of the organization. As well, the satisfaction of implement better functioning mechanisms that provide practical solutions.

Both processes go hand in hand and complement each other. The very nature of inducing the change in the first place is creative that is informed by the rationality of the process in the first place. Rationality provides the alternatives to the creative change process to acquire possible solutions as a result (Chapin III, et al., 2009; Hall & Hord, 2006). For example, a company like Apple continually changes its operations and products to meet the market demands. The change process is sustained by creativity to produce products meeting the market needs, as well as, the rationality behind the understanding of those requirements.

 

 

References

Chapin III, F. S., Folke, C., & Kofinas, G. P. (2009). A framework for understanding change. In Principles of ecosystem stewardship (pp. 3-28). Springer New York.

Hall, G. E., & Hord, S. M. (2006). Implementing change: Patterns, principles, and potholes.