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Each reply must incorporate at least two scholarly citations in APA format. Any sources cited must have been published within the last three years. Acceptable sources include scholarly citations from peer-reviewed journals, any of the course texts, and the Bible.Organizational Change Methods: Kotter’s 8-Stage Change Model
Organizations often implement diverse modifications with the intention of improving operations, boosting morale, or both. The rental empire of Blockbuster Video ultimately failed because of its inability to adjust to evolving trends; in the end, more progressive platforms such as Redbox and Netflix prevailed (Okami et al., 2020). I have extensive firsthand experience with organizational change, having served as an early childhood educator for 30 years with Head Start which is a federally funded program. This includes having implemented Dr. Kotter’s eight-step process for guiding change on multiple occasions.
Dr. John Kotter’s eight-step strategy for managing change was first published in the Harvard Business Review in the March-April 1995 issue (Kotter, 2012, pg xi). The process consists of the following stages: Establishing a sense of urgency involves several key components: creating a guiding coalition, formulating a vision and strategy, disseminating the change vision, empowering broad-based action, generating short-term victories, consolidating gains, generating additional change, and ingraining new approaches in the culture. By delivering a passionate and emphatic opening statement that highlights the crucial need for quick action, one can effectively persuade people about the requirement for change and create a sense of urgency. The creation of the guiding coalition involves gathering a group of crucial volunteers from within the organization who will offer leadership, coordination, and communication for the transformation. The development of a vision and strategy has two main functions: it provides the company with a clear path to follow and helps guide its direction. The communication of the change vision is just as important as its development. Misrepresenting the vision can have dire consequences for the undertaking (Wentworth et al., 2018).
The newly established volunteer group can remove barriers and make changes to processes and systems as needed by promoting widespread action. By facilitating short-term successes, the group can maintain positive energy and witness progress. Leaders can utilize their established credibility from short-term accomplishments to undertake organization-wide transitions more easily, by consolidating gains and generating additional change, so reducing opposition. Once leaders have effectively incorporated new strategies into the culture, it is their duty to openly discuss the organization’s accomplishments and provide tangible results that are evident to everyone (Kotter, 2012). Since each subsequent step is equally important as the previous one, it is critical to follow the sequential order of the steps to maintain momentum and guarantee that each step builds upon the previous one.
Currently, Kotter’s eight-step change process is widely supported and implemented in various situations. The technique is utilized in various levels of professional military and civilian government education by the Air Force, Army, Navy, and Child Development Centers, along with other branches of the United States military (Amin & Servey, 2018). Given the constantly changing nature of Military and federal civilian workplaces and the evolving strategies for worldwide assignments, the United States has Government repeatedly been assigned the responsibility of taking a leading role by maintaining and adapting strategic advantages.
. Recently, there was a notable instance of shift vision communication during an unannounced inspection to review a 18-million-dollar federal grant. My director’s leadership was crucial in turning around a struggling program for community action. When we arrived at the location, we saw that only half the crew was there. We quickly became accustomed to the routine that the previous cycle had created. But we soon discovered that the weight was enormous. Moreover, the operation’s integration of COVID-19 protocols.
After my director asked for our opinions during a team meeting, she held talks with the coordinators and leaders at the top of the command chain. Due to the lengthy nature of the issues, we raised, there had not been any opposition before. My director immediately removed them, though it is unclear why they were given the additional tasks in the first place. Through the delegation of the remaining tasks to the team members and the implementation of safety protocols, she enabled us to achieve our goals in less than twenty-four hours after our meeting.
In addition, she took on part of the responsibility to facilitate the change, which eased the stress that was felt by all of us. Finally, she developed a brief sixty-day plan with gradual checkpoints to expedite our advancement toward our goal. Within a month, significant progress was made with the procedures, and his clear and honest guidance was solely responsible for the creation of a supportive and trustworthy culture. That goal was successfully accomplished ahead of schedule, much to our own satisfaction as well as hers. The leader’s effective communication and leadership skills not only made an impact on us, but the tactics she used continued long after our time working together ended. According to Fan et al. (2022), visionary leaders possess the capacity to communicate the organization’s long-term goals in a way that fosters teamwork. While it cannot be solely attributed to Kotter’s 8-Step method, it is undeniable that it had a significant impact on the advancement of modern operational strategies.
The Federal Government employed Kotter’s change process (Kamara, 2018) to make necessary modifications to different oversight and training departments to address the declining management and training program in its early childhood education system. Some of these training programs had been in place since the sixties, underwent substantial modernization and re-establishment through the implementation of Kotter’s transformation process. This occurred because of reinforcing new techniques while explaining the crucial role that early childhood education and training plays in maintaining a consistent flow in our education systems while creating a sense of urgency.
The recruitment issues stem from a variety of intricate and multidimensional variables. Young people have a greater range of choices because to the strength and resilience of the economy. A diminished number of individuals who are eligible. Generally, those belonging to Generation Z, born between 1997 and 2012, possess minimal confidence in institutions. Generation Z’s enthusiasm for traditional life and career paths has been diminishing. The decreased percentage of enlisted family members among young individuals diminishes their propensity to engage in federal service.
DODEA, which is an acronym for the Department of Defense Education Activity, oversees 160 elementary, secondary, and tertiary institutions. In addition to Guam and Puerto Rico, DODEA maintains operations in seven states within the United States and eleven foreign countries. DODEA provides students with an alternative to traditional high school. The military lifestyle provides an extensive array of educational opportunities for family members who are of school age, adolescent, or juvenile status. Numerous initiatives have been launched by the Defense Department to assist families in locating the most advantageous educational opportunities for their children during their military service.
The array of educational opportunities is as diverse as the locations to which one may be assigned. Each migration entails a multitude of facets and decisions that must be undertaken; therefore, it is critical to contemplate the specific educational requirements of your children. Before making a move, it is crucial to have a thorough understanding of the educational opportunities that are available to your child. Kotter’s eight-step method for leading change is a series of essential stages that are necessary for successfully implementing change (Kamara, 2018). It has been shown in large government organizations, such as the Department of Defense, and is even a mandatory subject in professional military school. The concept of employee-organization interactions emerged from the observation that employees expect organizational leaders to maintain transparent and candid lines of communication (Li et al., 2021) “Consequently, any person who has faith in Christ undergoes a transformation and becomes a completely new being.” “The previous state or condition has ceased to exist; observe, the current state or condition has come into existence” (2 Corinthians 5:17, King James Version, 1769/2017). Frequently, we find ourselves trapped in the way things have traditionally been done. This verse serves as a reminder that no antiquated things are superior.
References
Amin, R., & Servey, J. (2018). Lessons of leading organizational change in quality and processimprovement training. Military Medicine, 183(11- 12), 249-251. https://doi.org/10.1093/milmed/usy204Links to an external site.
King James Bible. (2017). King James Bible Online.
https://www.kingjamesbibleonline.org/ (Original work published 1769)
Kotter, J. P. (2012). Leading change. Harvard Business Review Press.
Fan,X.,VanKnippenberg,D.,&Wang,X.((2022).Visionvaluematch:Leadercommunication
of visions, follower values, meaningfulness, and creativity
King James Bible. (2017). King James Bible Online.
https://www.kingjamesbibleonline.org/ (Original work published 1769)
Kotter, J. P. (2012). Leading change. Harvard Business Review Press.
Li, J., Sun, R., Tao, W., & Lee, Y. (2021). Employee coping with organizational change in the face of a pandemic: The role of transparent internal communication. Public Relations Review, 47(1), 101984.
https://doi.org/10.1016/j.pubrev.2020.101984
European Journal of Work andOrganizational Psychology, 31(4), 550-566. https://doi.org/10.1080/1359432X.2021.2013202
Okami, L. E., Yamamoto, K. N., & Lloyd, R. A. (2020). Exploring the Return on
Customer(ROC) Model in the Video Sales and Rental Industry: An Intramodal Analysis of Blockbuster, Redbox, and Netflix. Review of Integrative Business and EconomicsResearch, 9, 358-371.
http://ezproxy.liberty.edu/login?qurl=https%3A%2F%2Fwww.proquest.com%2Fsc Links to an external site.holarly-journals%2Fexploring-return-on-customer-roc-model-video%2Fdocview%Links to an external site.
2F2471841195%2Fse-2%3Faccountid%3D12085Links to an external site.
Wentworth, D. K., Behson, S. J., & Kelley, C. L. (2020). Implementing a new student evaluation of teaching system using the kotter change model. Studies in Higher
Education (Dorchester-on-Thames), 45(3), 511-523. https://doi.org/10.1080/03075079.2018.1544234
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