A change manager, change agent, and individuals are the roles involved in HRD intervention strategies. A change agent should have a thorough knowledge of the organizational development process to consult change managers during HRD interventions.
Please Respond to the classmate listed below: (my answers to the questions are attached as week 8 discussion)
Elon Gilchrist
Week 8
- p. 560 What change agent skills are necessary for helping a dysfunctional group become more effective? What if problems exist between managers? What happens if they refuse the help of the change agent?
A change manager, change agent, and individuals are the roles involved in HRD intervention strategies. A change agent should have a thorough knowledge of the organizational development process to consult change managers during HRD interventions. Some of the necessary change agent skills for helping a dysfunctional group become more effective include team-building, team development, diagnostic, communication, decision-making, problem-solving, and analytic skills. Leadership skills are a necessary component for leading effective change as well. Conscientiousness, openness, and trust are leadership qualities imperative to the leader-follower relationships that can encourage change in an organizational environment (Northouse, 2021). If a problem exists between managers, it should have become evident when diagnosing the environment. Change may not happen if feelings against change are more significant than those for change. The change manager and the change agent identify and address the areas of conflict and resistance in an action plan (Werner, 2017). Additionally, change managers and agents must ensure managers understand the intervention strategy and why their support is necessary to accomplish the desired organizational outcomes. For example, suppose managers refuse the help of the change agent, and the change manager is unsuccessful in their interventions in addressing the lack of help; in that case, the overall environment may not be conducive to transformation, behaviors are unchanged, and the intervention will be ineffective.
- p. 600 Do you believe that it is important to acknowledge, understand, and value differences in your organization? Explain. How are you and your friends from culturally diverse backgrounds different? How are you the same?
Personally, I do believe that it is essential to acknowledge, understand, and value differences in our organization. People through design are inherently different and can offer a variety of knowledge, skills, and abilities that can increase organizational effectiveness. When an organization acknowledges and values differences, it creates an environment of trust, leading to better communication, culture, care, and job satisfaction (Brimhall & Mor Barak, 2018). In addition, this type of environment increases commitment and innovation, positively influencing organizational productivity.
Over the past few years, I have been able to spend time working in a culturally diverse company. Due to my lack of foreign language skills, it was hard for me to communicate effectively as the HR Manager at first. However, during my time there, we could navigate the challenges and communicate through technology, translators, and other means. While it may have initially contributed to my ineffectiveness, we were eventually able to grow and change the culture together. The differences made me better, and I hope it did for them as well. In addition, I was able to form long-lasting friendships in the process. Some cultural differences we experience are views on relationships, how work is performed, communication, slang, dress, and food.
My friends from different cultures and I are the same because we are open to new cultures and can appreciate the differences we bring to the relationship. We work to overcome challenges in understanding and communication. We like to experience the differences in food. Also, we have some of the same personal, family, and work goals. For example, the desire to love and provide for our families is the same.
References
Brimhall, K. C., & Mor Barak, M. E. (2018). The Critical Role of Workplace Inclusion in Fostering Innovation, Job Satisfaction, and Quality of Care in a
Diverse Human Service Organization. Human Service Organizations: Management, Leadership & Governance, 42(5), 474–492.
https://doi.org/10.1080/23303131.2018.1526151
Northouse, P. G. (2021). Leadership: Theory and Practice (Ninth ed.). SAGE Publications, Inc.
Werner, J. M. (2017). Human Resource Development (7th ed.). Cengage Learning.
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