Section One:

1. Of the 4 stages/steps(Structural,Human resource, symbolic and political) for reframing organizations, do you believe their to be one which is more significant or one that is the least effective in recognition, or do you believe they are all equally important in reframing an organization? Why or why not?

2. After the discussion why do you believe it is important to constantly look at reframing within an organization. Give some examples as to companies or business you believe have benefitted from Reframing their organization, compared to organizations whom have failed to reframe and be successful.

3. Which of the 4 reframing model stages do you find or see more likely within your workplace? Why do you think that is?

Section Two:

The flux and transformation metaphor

As we know Theflux and transformationmetaphor emphasizes processes, self-reference and unpredictability through embracing theories of autopoiesis, chaos and complexity in organizations.

Answer the following:

1. Why do you think order came through chaos? Any real life examples from your work experiences?

2. Do you believe organizations have the capacity to self renew and orchestrate themselves into change?

3. What do you believe to be the strengths and weaknesses of the flux and transformation metaphor?

Here are some notes and I want you to openly review and evaluate discuss if you feel these are correct or not

Strengths- offers to leaders and management and managers a powerful new perspective on facilitating change.

Offers new horizons and visions that can be used to benefit and learn new ideas for management and leadership ways.

Weaknesses- what are they?