PROMPT:

1. Compare and contrast your experiences related to organizational change management with KATIE'S. Do you share the same experience of what worked well and what didn't?
2. Do you think any of the organizational changes in KATIE'S examples could have been handled better? How?

KATIE'SPOST

I currently live in Upper Michigan and have been here for the past 9 years. Prior to moving here, I lived in Virgina and decided I wanted to move again so pointed to a map, packed up the car and moved! That's right, I moved completely blind to a state I had never even visited. I will likely be moving again in the next few years, though now have kids to consider in the move. Ever since I finished my bachelor's degree in business management I have worked in Human Resources. First at a hospital and now at a local bank. In my last job hunt I found that being without a master's or professional certifications caused me to miss out on interviews and job offers. I quickly obtained my SHRM-CP and PHR then set my sights on my MBA. Now roughly one year later, I am excited to be wrapping up this journey. One thing that I do believe has helped tremendously during my MBA program is that I have been able to apply the course material to my current work at least to some level. Even if it is not applicable at the moment, it is a learning moment for something that occurred not long ago and can be tackled differently in the future. Looking forward, I hope to improve my leadership skills as I have always held non-manager positions though now being without a manager or director, I do feel it is necessary to succeed in my current role. I am the only HR and currently report to the VP who has no prior experience working with HR.

Organizational Strategy/Change Management

A few years back I worked in Human Resources at a local hospital. Over time the department expanded beyond its initial size. The hospital's leadership seemed to have a difficult time accepting the director of HR long term. A new director came in every 2-3 years and was always fired abruptly. This is likely what lead to the department creating a manager position, someone consistent while the director role was a revolving door. The manager opening was communicated well, and we all had some level of input in the hiring process. The person who ultimately took the role was someone who was promoted internally, which at the time made the transition easy. Unfortunately, the manager's role was poorly designed and never fully defined beyond the fact that everyone now reported to her rather than the director. The problem was with the duties of the manager and the fact that very few tasks were crossed between the director and manager. While this may have not normally been an issue in a typical organization with a consistent director, for us it caused the issue that when a director was suddenly let go there would still be a void in those duties as the manager was unaware of what the director was working on. Then as a new director would enter, they would have minimal direction of where to start or who to reach out to. Overall, the concept of a manager position made sense as the department grew larger in size, however the execution was weak and ended up just causing more problems every few years with new directors.

MY POST

Introduction

My name is Tyrone Yates; I was born in "Sunshine City", St. Maarten, in the Dutch Caribbean/Dutch West Indies. I am a civil servant for the Government of St. Maarten. Last year, I completed my bachelor's degree in accounting with a concentration in Fraud Examination and Forensic Accounting from SNHU. Thanks to my degree, I was promoted to the Section Head of Administrative Organization and Internal Control (the Audit Department) position within the Ministry of Finance. Before this, I held various roles, such as Policy Advisor in the Department of Judicial Affairs and Chief of Staff to the Minister of Justice. I also served as the Financial Controller for the Ministry of Justice.

My educational background is in Hospitality, specifically International Hotel and Restaurant Management. I completed my studies in Holland and returned home to work in the Hotel Industry. However, after some years, I switched to the Banking and Finance Industry due to better pay, less stress, and more flexible hours; at least that's what I thought lol. With my personality, dedication to ensuring fairness, and ability to efficiently complete tasks, I was encouraged to work in Human Resources. While I have a talent for numbers, I didn't want to limit myself to Accounting or Finance; hence, the reason for being in this class I am presently pursuing my MBA with a concentration in Human Resources.

I am taking this course hoping to absorb as much knowledge as possible. My goal is to use this newfound knowledge to improve not only my professional life but also my personal life. I am currently in a leadership position, and my department has just been reinstalled in the organization. However, I am facing some challenges with individuals who are resistant to change and are not able to see the bigger picture. My department is here to bring positive change throughout the organization, and I am determined to overcome these challenges.

I have developed a range of functional, professional, and personal skills that would be of immense benefit to the organization. Specifically, I have honed my analytical and time management skills, which I believe are highly relevant to the organizational objectives. I am confident that my skills and expertise can contribute significantly to the organizational growth and success. Two that come to mind are: 1. Analytical Skills: During the course of my MBA studies, I have honed my analytical abilities, which entail the capacity to solve problems in a logical and methodical manner. Analytical thinking enables one to concentrate on utilizing data to make strategic business decisions while adhering to a systematic process that results in impartial and verifiable conclusions. This methodical approach is particularly useful in collecting and analyzing data to tackle business issues. 2. Time Management Skills: During the course of my MBA studies, I have acquired proficient time management skills that have been instrumental in both my personal and professional pursuits. Despite the apparent simplicity of time management principles, translating them into practical reality can prove to be a formidable challenge. It is essential to establish priorities and differentiate between tasks that are required, urgent, and significant in order to effectively manage one's time. Developing a comprehensive to-do list is a highly effective strategy towards this end.

Have you been impacted by strategic decisions that led to organizational transformation in your current or past workplace or school? If yes, share your experience with how the organizational change was managed, what helped the transition, and what didn't.

When I worked in the banking sector, a transformation in our organizational structure was undertaken approximately two years ago as a result of our company's acquisition of another organization. Notably, the two companies had disparate cultures and methods of operation, and thus the transformation presented a noteworthy challenge. Nevertheless, the change management process was executed with a degree of finesse. Our company engaged in extensive communication with employees regarding the forthcoming modifications and the rationale behind them. Various platforms were utilized, including town hall meetings, webinars, and other forums that encouraged questions and the provision of additional information. A significant driving force behind the transition's success was the company's clear and concise vision for the future. Our company had a well-established plan in place to achieve its desired goals, which enabled employees to accept the changes more readily. However, the transformation was not without its disruptive elements. As an example, changing the performance review process caused confusion and frustration among employees. In summary, the transformation was handled with a reasonable degree of success. Although obstacles were encountered, our company is now situated in a more advantageous position as a result of the changes.

If you haven't experienced organizational change in real life, imagine a situation where an organization you work for is being restructured. What would you want the organization to do before and during the restructuring to help you with the transition?

In the event an organizational change was to happen now at my current workplace, I believe it would be beneficial for the organization to extend support towards individuals such as myself who are experiencing the transition. Firstly, clear and concise communication regarding the change would be greatly appreciated. Understanding the rationale behind the change, the implications it will have, and the impact it will have on my work is necessary. Secondly, it would be advantageous for the organization to provide me with support to facilitate my adaptation to the new structure. This could include training, resources, and adequate time to adjust to the new way of doing things. Lastly, patience and support from the organization would be invaluable. I will require ample time to learn the new system and to become comfortable with it. Therefore, it is essential that the organization remains understanding of the fact that immediate adaptation may not be feasible, and that mistakes may occur during the transition.