Therefore, to achieve any change effort depends on the quality and workability of the relationship between the change agent and the members of the organization. In the light of the many problems related with organizational change, the change agent has a very important role. The change agent’s competencies have a major impact on success or failure of the change, and to the extent of potential undesirable side effects. This report will discuss the types of change agents, their roles, and comparison of the various change agents. SUMMARY Before a change agent or leader can anticipate to work effectively within an organization, they need to understand its exclusive qualities and specific needs.
When one knows their competencies they can step up and utilize their strengths and leverage others when needed. With my strength for leading and taking initiative, I can take command of a situation while working well with others to critically think through ideas and discuss the quality of the arguments and evaluate potential solutions. My ability to cope with pressure can help me to maintain a calm atmosphere for the group. I possess the ability to network well and that will allow me to seek out others to obtain their point of view. Being innovative will also help with assessing arguments through critical thinking.
Understand Why effective communication is important in the work setting. Communication is the act of transferring information from one person to another. We communicate in a variety of different ways that may be verbal and non verbal. People communicate for a variety of reasons and it is essential to communicate effectively to build and maintain positive relationships. Some of the reasons people communicate are to express feelings, build relationships, gain understanding, pass on and receive information, share knowledge and opinions and to help us to anticipate and predict behaviour.
They wouldn't push the boundaries. They wouldn't go the extra mile. It's not because they wouldn't. It's just that no one asked them to. And if they did go above and beyond, no one recognised it.” This essay will examine what the organisation is currently doing to influence and develop individuals and teams, across all organisational levels to improve performance and return on investment.
It’s an impact on yourself learning and knowledge you have gained. Helps you to recognise on how to what you have done well so it can be put in practice for other situations. Also means in reflecting your own values, beliefs, and experiences which will help your thoughts and ideas to share with your colleagues. Use this to gain better strength weakness so that you learn from your own mistakes and take the appropriate actions in future. Improves your basic judgement and professionally enables you to apply skills to the personal development cycle.
Reflective writings make us creative and innovative and facilitate us to consider fundamental issues in learning. We can analyze various factors before taking decision. Hence, this aids us to bring about a better society. When we reflect we tend to identify and examine the
My Tendencies and Biases in Decision-making My Tendencies and Biases in Decision-making Effectively solving problems is a common goal for individuals and organizations, and successful problem solving is dependent on the quality of decisions made along the way. Making decisions to diagnose and direct organizational performance improvement efforts is a continual task throughout the human resource development process. However, evidence shows that there is a large gap between theory and practice in effective decision-making. In practice, the decision-making process is heavily influenced by the assumptions and biases of the decision makers. Traditional models of decision-making are built on logic and rationality.
Next, based on results what I will do to be more motivated. Followed with what incentives will motivate me more when working in groups. Lastly, what considerations would I have to make for incentives given group members’ motivations are different. Afterwards you should have a clear picture on how this exercise has made a difference in how I will deal with groups and motivating them. Let’s start things by describing what I learned about yourself in this exercise.
•Feedback helps to identify learning and development needs. •It is necessary for professional development. •Without feedback, it is impossible for people to learn how to be more effective in their jobs •Positive, non-judgmental feedback is both instructive and empowering. Feedback comes from other people in many different forms, both verbal and non-verbal. Receive feedback from others about our behaviour our skills our values the way we relate to others about our very identity.
The officers know that even if they prepare an excellent report they will not be financially rewarded and even if they do poorly it will not affect their future promotions or have any other negative consequences. Therefore, they feel there is no reason for them to put in any extra amount of work in order to provide a good report. Ability: The officers were trained to do their job out on the streets and never had any training on how to fill out accurate and timely paperwork. Therefore, the officers are lacking the proper skills and knowledge needed to prepare the paperwork accurately. Role Perceptions: The officers are not aware of their role perceptions and