Please reply to this discussion by supporting your assertions with at least two peer-reviewed source citations in the current format within 3 years . The reply must be at least four hendrendth words. The reply must also be unique, not recycling the student's original post. Any references cited and used must have been published within the last three years. Acceptable sources include peer-reviewed journals (the textbook, the Bible, etc.)

Here is the Post that needs reply

"Concept of Interest

I selected the concept of Kotter's (2012) eighth stage of the change process, anchoring new cultural approaches. Stage eight emphasizes the need to embed new practices and behaviors into the existing organizational culture to ensure lasting change. Kotter (2012) expresses the importance of solidifying the changes made throughout the transformation process by integrating them into the day-to-day norms and values of the organization. Thus, by anchoring new cultural approaches and methodologies, employees are more likely to adopt and sustain the changes over time. Table 10-1 describes the key features of anchoring cultural change, including reinforcing the new behaviors through consistent communication, recognizing successes, aligning incentives, and demonstrating the desired behaviors (Kotter, 2012, p. 166). Ultimately, anchoring the new approaches within the culture ensures that the desired change becomes ingrained in an organization's DNA, leading to long-term success and continued growth.

Personal Experience

Reflecting on a personal experience, I am currently involved with a significant transition that requires me to insert new practices into the existing culture for lasting success. As a senior leader in my organization, I am in the midst of a restructuring that involves downsizing personnel while maintaining production levels and operational efficiency. The introduction of layoffs as a new approach certainly impacts my organization's norms, values, and behaviors, and anchoring this change involves integrating transparency, empathy, and clear communication to help those whom I am responsible for understand the rationale behind the layoffs and how it aligns with the goals of our superior organization. Research shows that supporting the affected workers, maintaining an open dialogue, and reinforcing values of fairness and respect during the layoff process can help anchor this new approach (Kriz et al., 2021). By implanting these practices into the culture, my organization can navigate this challenging time with integrity, sustaining employee morale, and upholding our values despite difficult decisions like implementing layoffs.

Current Developments

The recent expansion of remote work, mainly due to the recent pandemic, has significantly impacted anchoring new approaches in organizational culture by promoting decentralized work structures and reshaping traditional norms of teamwork and collaboration. The shift towards remote work has led to a cultural transformation that values and stresses the need for flexibility, autonomy, and trust in employees' ability to deliver results independent of physical presence (Machaczka & Stopa, 2022). To maintain a cohesive culture with those working remotely, leaders must employ Kotter's (2012) principles, including clear communication, leadership support, and alignment of remote work practices with the organization's values and goals.

Best Practice

In the book of 2 Kings, the virtuous reign of King Hezekiah illustrates a best practice of anchoring new approaches in the culture. When Hezekiah ascended to the throne, he initiated widespread religious reforms, including reinstating proper worship practices and removing idolatry (Merida, 2015). By aligning his nation's values with the worship of the true God, King Hezekiah effectively anchored a new cultural approach towards the proper faith and spirituality among the people of Judah. This instance demonstrates how integrating values rooted in faith and virtue can profoundly impact the culture of an organization or an entire society, showcasing the enduring power of anchoring change in alignment with divine principles.

Christian Perspective

From a Christian perspective, anchoring new cultural approaches parallels the biblical concept of renewal and transformation. Scripture tells us, specifically Ephesians 4:22-24, of the importance of putting off the old self and being renewed in the spirit of the mind, which aligns with the idea of shedding old practices and embracing new ways within an organization (Quest Study Bible, 2003). In addition, as Colossians 3:10 highlights the need to put on the new self, organizations undergoing change must embed new approaches in their culture (Quest Study Bible, 2003). As Christian leaders, we can anchor transformations with values rooted in love, integrity, and compassion. By doing so, organizations can then mirror the call to bear fruit in keeping with repentance (Matthew 3:8), ensuring that change is not just superficial but deeply ingrained in the fabric of the organizational culture, reflecting the eternal truths of the Christian faith (Quest Study Bible, 2003).