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Essays on organizational assessments
Importance of organizational change
Impact culture has on change in an organization
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Success in any organization is often determined by how effective organizational leadership manages cultural change. People naturally resist change of any kind, especially when that change affects the way they work. As a result of this resistance to change, any organizational culture change is likely to negatively affect employee morale. Employees will complain and resist this change, asking why it is necessary. In order for cultural change to be accepted by employees, one must anticipate this reaction and prepare for it. In order to do this effectively, one must be able to identify morale barriers that may affect organizational success for change. This can be accomplished by performing an effective organizational assessment, to assesses employee morale and there resistance to change (Dye, 2014). Change Maker The desire to make change is one of the most distinctive values of a strong leader. Change makers as these leaders are known, are high achievers. They actively see out flaws in the system and implement improvements. …show more content…
It allows organizations to step back and take stock of their development, their strengths and challenges, and the choice they face for future success. Assessment can help organizations learn how they are performing compared to their peers. Assessment can be the launching point for a planned change effort. It can motivate a sluggish board, or help a funder make wise funding decisions. However it’s conducted, an organizational assessment will have some impact on the organization and must be done wisely. The best approach to organizational assessment for your organization and your community is one that is uniquely tailored to fit your goals, resources, needs, and constraints. For assessment to have the greatest impact, the process must be designed as a journey of learning and discovery rather than as a test or
The church has a problem. The eternally relevant message with which she has been entrusted no longer readily finds a willing ear. According to Henderson, the solution lies in first understanding how our world thinks and then, beginning where people are at, bring them to see "the functional relevance for their lives of the actual relevance of our message". In high school speech classes, we were taught to "know your audience." As a careless high schooler, I didn't really care what she meant, but it eventually made sense (once I actually decided to think about it). You wouldn't use sock puppets to explain math to accountants; you wouldn't use in-depth power-point presentations to explain math to first graders. With this in mind, why do many Americans still try to talk about Jesus using the methods used thirty years ago? Why do we use Christian "jargon" to explain Christianity to those outside the faith? Henderson contends that modern American Christians must change their approach to sharing the faith in order to fit modern America. The pattern of Henderson's book is straightforward: he examines a particular aspect/mindset/value of modern Americans; he then gives ideas about how a Christian might share Words of Eternal Life with such an American. Henderson's writing is both straightforward and enjoyable. He gets right to the heart of the American mindset, then illustrates it with descriptions from scenes from popular movies, personal anecdotes, jokes, etc. In all, Henderson does the modern Christian a great service in writing "Culture Shift." Jesus told Christians to tell others about him ("Go, therefore, and baptize all nations...") and Henderson can help us along the way through this book
Change affects more than just a program or a process within an organization, change affects employees, collecting data on employee’s readiness and willingness to accept a change will help leaders know if the organization is socially ready for change (Cole, Harris, and Bernerth, 2006). A change might be positive for an organization but if the employees who will be affect by the change are lost in the process then it could create a greater issue than not making the change. Leadership needs to communicate and inspire the employees to be positive toward the change, seeking to enhance their job satisfaction not make changes that will increase their desire to leave. This data is best collected early in the change initiative allowing leadership to properly cast the vision while addressing concerns. This requires leadership to create platforms for employees to engage in the change initiative freely (Ford, 2006). Employee attitudes can be measured through these dialogues providing leadership with necessary measureable data (Hughes, 2007).
Change is a double-edged sword (Fullan, 2001). Change is a word that might inspire or put fear into people. Leadership is challenging when it comes to dealing with change and how individuals react within the organization to the change. Marzano, McNulty, and Waters (2005) discuss two orders of change in their book School Leadership that Works; first and second. Fullan (2001) also adds to the discussion in his book Leading in a Culture of Change, with regard to understanding change. In Change Leadership, Keagan and Wagner (2006) discuss many factors of change and the systematic approach to change. Change affects people in different ways. Leaders need to be able to respond to the individuals throughout the change process.
Assessment is defined in the Merriam – Webster Dictionary as “the act of making a judgement about something” and thus connotes a worthwhile activity based on sound, careful thought. In Education, assessment has been variously defined as “any systematic method for obtaining information from tests and other sources, used to draw inferences about characteristics of people, objects or programs” (AERA, APA, & NCME, 1999, p.172); “any purported and formal action to obtain information about the competence and performance of a candidate’ (Schuwirth & van der Vleuten, 2014. p.243). Generally, assessment has three purposes. First, to determine what students do and do not know,
Lack of cultural sensitivity – it is often expected of new employees to adapt to their new environment without proper orientation towards the current organisational culture
Prevention of resistance is most effective when implementing change. Preventing the weight of inertia in a workplace allows the change to happen in a timely manner with minimal problems. As Lee (2004) emphasizes, leaders have the ability to effect change and performance. If someone is accountable for outcomes and poor habits, outcomes will improve. The manager must show a caring attitude over the process of change and welcome any positive innovation. This caring attitude will become contagious to the employees working under him and become a priority to them as well. Approaching the change in an accepting, open-minded manner can decrease the vulnerability and frustration associated with change. How the change is presented can make the biggest difference in the outcome of the change. The manager must show that blaming will be avoided at all costs. One will only ask why, not who, to avoid the feeling of belittlement. This can allow employees to become comfortable with voicing their opinions and mistakes, which can allow an even greater range of improvement. The manager must also encourage...
The assessment procedure double-checks the capability of all the learners and their contribution to making the company productive. Peer evaluation is a process that involves activities like listening, problem solving, and analysis. The activities above help in ensuring that the company succeeds in the implementation of strategies that the evaluator evaluates. The procedure of peer evaluation is significant, especially in the time of sharpening the skills of the workers. As a major role in the company, peer evaluation helps in exposing the capability of the worker.
Simply speaking, a company’s structure and design can be viewed as its body, and its culture as its soul. Because industries and situations vary significantly, it would be difficult and risky to propose there is a “one size fits all” culture template that meets the needs of all organizations” (Nov 30, 2012). Those organizations who have shared beliefs and values and have organized methods on chain of command going to have positive outcomes. This will help shaping their employees views and performances. The growth and profit of the business relays on their employees and their performances. Culture is the core which will help and encourage all different level workers. If the core itself is weak, it will weaken the atmosphere of the business. Many companies announce that they have great culture but fail to implement to the lower level of workers. The basic issue is when organization has one set of culture and thinks one culture will meet the needs of all the workers. Each business is different and each individual is unique and have different beliefs and behaviors. The culture that is right for one individual might not work the same for the others. The ideal approach in this case would be, looking at the bigger picture of diverse working environment and give importance and respect to what are the ranges of business firms to achieve the perfect culture for organization. Sometimes one size fits all will not going to fit anybody, so the organization have to keep their ideas open and value everyone’s presence respecting all of their culture for the betterment and
Individuals, when faced with any major change, will be inevitably resistant and will want to preserve the status quo, especially if they think their status or security within the organization is in danger (Bolognese, 2010). Folger and Skarlicki believe that organizational change produces skepticism in employees, which makes it problematic and possibly even impossible to contrive improvements within the organization (as cited in Bolognese, 2010). Therefore, management must understand, accept and make an effort to work with resistance, since it can undermine even the most well-conceived change efforts (Bolognese, 2010). Furthermore, Coetsee states that for organizations to achieve the maximum benefits from change they must effectively create and maintain a climate and culture that does not support resistance and rewards acceptance and support ( as cited in Bolognese, 2010). Therefore, it is important to understand what resistance is and how to reduce the effects of resistance.
It brought organisational culture to the performance of a company, which has become a critical topic in management department. In addition to organisational culture, organisations need to be aware and prepared for changes in the expanding workforce as business grows. Companies are faced with maximizing benefits as well as profits while minimizing negative factors that come from those changes. There is no one answer to the issue, but some of the guidelines are clear. Awareness of organisational culture, teamwork, individual performance, external environment adaptation, leadership, and measurement of organisational culture are key factors that lead a company to perform better.
Change in an organization occurs when an organization identifies an area of where necessary change must be undertaken, examines it thoroughly and adapts to it. This may lead to gaps where employees may not adapt to a certain change and therefore it is important that an organization takes into considerati...
When organizations use this type of assessment, they grow using self-assessment and external performance evaluations; when combined they can provide the thorough and accurate assessment. When an organization knows their capabilities, knows the need for change, and sees the way to growth they are said to be ready for organization change resulting in performance improvement in the end (Rezvani, n.d). These types of assessments provide for tailored, specific and actionable items that grow and mature the
Change management is and organizational process which is designed to empowering the employees to accept and familiar with the changes in their current work environment. The key to success of an organization lies by changing the work systems that compromise the work environment around the people whose behavior is supposed to change. Change management has become an important component and in full forces across all industries. But still many leaders are not prepared to avoid the failures and operationalize the necessities of change in order to lead the organization to the success. A leader has to play an important role in ensuring that change effort is
Cultural heritage must be ethnic, community, cultural elements, and language system associated. Comparison of nowadays technologies, it reveal about the new technology that decisions is often comparison of the uncertain benefits of the new invention with the uncertain costs of adopting it. The difficulty of the culture lost maybe is other less obvious factors that may be equally important to the determination of the need for new technology. The phrase " The medium is the message “ by Marshall McLuhan, which meaning the form of a medium put itself in the message and creating a symbiotic relationship that the medium influences how the message is existed. The phrase was appeared in his famous book, which called The Extensions of Man (1964). He wants to show people the medium is in the middle of the society, also by the characteristic of medium itself. He showed writing and printing itself is the content of the telegraph because“content of any medium is always another medium”. According the history, western culture has undergone three media revolution: the phonetic system, machine print and electronic media. After that the human have being into a global village and this is the new world of a diversified global. By the way, as an emerging era of mass communication and cultural forms the media can be both to the dissemination of culture, and also to create a culture. "His approach was to examine media as signs -so that images, objects of material culture, texts, TV, and advertising can be viewed as technologies for communication" (Twyla Gibson, 2008). Media as an organization to survive and sustainable development also have requires the formation of its own to create a unique culture. Media culture allows everyone to participate, it bu...
There are several reasons organizations initiate performance evaluations, however the standard purpose for performance evaluations is to discuss performance expectations; not only from the employers perspective but to engage in a formal collaboration where the employee and the manager are both able to provide feedback in a formal discourse. There are many different processes an organization should follow when developing its performance evaluation tool; in addition essential characteristics that must accompany an effective performance appraisal process. I will discuss in detail the intent of a performance evaluation, the process an organization should follow in using its performance evaluation tool, along with the characteristics of an effective