Running head: Managing organizational change Dr. Babcock 14/10 creation of values. Following the meeting with your staff there are different approaches that were discussed which are necessary in creation of description values. These were, use of normative questionnaires and staff meeting force field approach. In the questionnaires different questions were created to be answered by the staff members, among these questions are, Where are we now? The question helps in analyzing the behavior of the staff that contributes to an organization development. Values offered were integrity, innovation, respect and responsibility. To realize these values endpoints are to be created to certain behaviors’. Where do we need to be?
The company should analyze and discover its goals that are geared towards value development. The company should focus on performing better, that it is in creation of values. In your personal estimation how critical is this area to R & D and your performance. Another approach used was, staff meeting force field analysis. Staff members are to analyze on the organizational development approaches in other organizations. The social structure of the staff members and this include on how they relate with one another.
Good relationship between the workers was noted to be one of the major key contributors to the success of an organization. Use of normative questionnaires proves to be the best approach in creating description of values. Through questionnaires valid data can be collected due to the fact that the questions are directed to the staff that works with the organization. Secondly use of questionnaire is a cheap method compared to staff meeting force field approach, much funds are not used in carrying out a field study.
Use of staff meeting force field approach may have some disadvantages which may delay an organization in creating description of the values. For instance some people from other organizations may not be ready to give out information about their organization. Data collected may be invalid due to wrong information. After the collection of data implementing certain changes may pose challenge according to an organizations culture. An organization that does not encourage learning of new experiences among its workers will be faced with a problem of integrating new changes to its development due to lack of flexibility.
This may therefore lead to delay in the implementation process. (Khosrowpour, 2003, p 37) Questionnaires are important for they help in observing and correcting certain behaviors in an organization at the same time implementing behavioral endpoints. For instance teamwork is a value that should highly considered by any organization that is interested in boosting development. Staff members are to work towards a common goal by sharing of different ideas. Innovation among workers can be realized through empowering workers, and give them learning opportunities, responsibility among workers is another value to be encouraged among workers, rules are to be formulated that guide different operations to ensure realization of creation of values (Willmott, 2010, p 98).
Here are other values that should be included on the questionnaire, and these are democratic values. This are values are useful in problem solving. A guide towards settling differences among the staff members. Democratic values encourage fairness in solving conflicts and also treating employees using humanistic approach. Employers are not to have a don’t care attitude towards employees, but rather give them a chance to express themselves.
This attitude causes oppression among some employees forcing them to quit. Spirit of inquiry is another value to be encouraged among workers, they should always be persistent in asking for clarification in areas not understood through this an organization will realize positive developments. Professional ethics are also vital where individuals in power are not to abuse their power (Lehman & Dufrene, 2007, p 330). References Khosrowpour, M. (2003). Information technology and organizations: trends, issues, challenges and solutions, Volume 1. Oxford: Idea Group Inc (IGI). Lehman, ,.
C., & Dufrene, D. D. (2007). Business Communication. Chicago: Cengage Learning. Willmott, H. (2010). Organization theory and design. New York: Cengage Learning EMEA.