In the modern practice of business, it is a common occurrence when organizations make changes that significantly affect the structure, performance and systems of the company. The ideal meaning of the concept of organizational development, it is the study of successful change and performance within a given business institution. There are numerous factors involved in the process hence the managers should anticipate certain events and incorporate particular measure to ensure a successful transition. The research on this topic brought about various articles that provide significant information related to how organizations may go about the process of change. Some of the key factors identified in these articles include the approach to change, the research process, communication, and the management of knowledge and people alike.
Article #1
Overview
The research conducted by Breevaart et al. (2013) identifies that transformational leadership and contingent reward system as two leadership approaches that can ensure a favorable work environment. The researchers in this case attempt to identify the most appropriate leadership approach that could help improve the output by employees. The primary styles incorporated are transformational, contingent reward and active management-by-exception (MBE active) on a group of 61 naval cadets while on a ship (Breevaart et al., 2013). The experiment showed that on the days that the superiors demonstrated transformational leadership and contingent reward styles, they would be more engaged in the tasks of the day as opposed to the MBE active. The first two techniques allowed for leaders to show their support for the cadets while maintaining autonomy of the workers. However, the latter incorporated the less autonomy meaning that the cadets were micromanaged by the supervising officers. This study highlights the importance of daily leadership in the employee engagement on the objective tasks of the day.
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Analysis
One of the major concerns in the study of organizational development is organizational climate. In this case, the unique mood of the workplace that includes beliefs and attitudes of the members influences their collective behavior. The comparison of the three forms of leadership looks to critique the various measures that companies may incorporate during the supervision of employees (Breevaart et al., 2013). The MBE active approach presents an instance where the senior workers are all knowledgeable and the lower ranking ones do not have the competence. Once the leadership approach is presented on a daily basis, it becomes a part of the beliefs that the workers uphold hence creating significant dependence on the senior members. This approach is detrimental to the eventual performance of the company (Breevaart et al., 2013). This article shows that organizations should apply leadership measures that significantly increase autonomy though assures members that the appropriate support is available if necessary.
Compare and Contrast
The research on transformational leadership and contingent reward system presents a measure of guaranteeing a high level of employee engagement during the process of change. Though close management of workers is necessary during transition, it is important that the leaders ensure autonomy and not micromanagement. This practice will prevent poor job satisfaction and low employee morale (Braun, Peus, Weisweiler, & Frey, 2013). In contrast, the article that follows provides a technique of ensuring a strong adherence to the culture of the company. It depicts the importance of such a culture to prevent such drastic changes to the company image. In the final case, organizational narrative analysis is a system where the executive leaders may draw knowledge to better the process of change (Vaara, Sonenschein & Boje, 2016).
Opinions, Personal Experiences and Workplace Applicability
In the majority of small businesses, the leaders in the organization may present an MBE active approach. The method of supervision only requires reporting results when they have surpassed exceptional standards that are already set (Breevaart et al., 2013). I have had an experience like this where the manager will closely monitor all the employees in a fast food restaurant such that if the losses exceed $150 in a day, the individual may be fired or have to work double shifts to recover the lost expenses. This practice would create poor working or engagement conditions for the subordinates. We even developed negative attitudes towards the manager as we felt he did not understand our situation at the time (Braun, Peus, Weisweiler, & Frey, 2013). Indeed, daily leadership is an important factor towards the improved organizational climate of a business. The management in question, develop a positive relationship with workers where they are allowed to incorporate their training into the desired results.
Article #2
Overview
The study by Dong, Bartol, Zhang and Li (2016) presents an important aspect of preparing the entire firm for changes that may take place in the future. In the article, it is evident that fostering individual and group creativity is a major challenge for managers. This problem is particularly severe in high-technology firms that require its workforce to maintain high levels of innovation and unique creations (Dong et al., 2016). Therefore, researchers developed a multilevel model that connects the dual-focused transformational leadership (TFL) and creativity whereby intervening mechanisms are incorporated at the two levels. There is the individual-focused TFL that through development of individual skill enhanced creativity while team-focused TFL through team sharing enabled the same. The input of such a leadership practice in the workplace is an important measure in organization development as it guarantees that workers’ exposure to different viewpoints and provide inspiration (Dong et al., 2016). The practice of knowledge sharing may be particularly helpful to R&D members.
Analysis
Another factor associated with organization development is culture of the firm. In this regard, it incorporates the deeply engraved practices of a workforce from its values, norms and behaviors that are shared. The authors indicate the importance of a dual model of governing the workforce such that it benefits the individuals led and the team as a whole (Dong et al., 2016). In this case, improving the skills of a particular worker prompts them to think widely beyond the current knowledge standard (Braun, Peus, Weisweiler, & Frey, 2013). A similar effect may be realized when the organization encourages its employees to share knowledge within different groups at the workplace. The organization enables swift development of knowledge among the employees as a measure of generating creativity among them (Dong et al., 2016). This practice is an effective method of preparing the workforce for change as they engage in behavior ready to improve the world through their various skills.
Compare and Contrast
This article is similar to the previous one as it discusses transformational leadership as an appropriate measure in organization development. However, in the first instance, TFL is used as a technique of improving a better climate at the workplace while in the latter case it is a measure of enhancing the organizational culture through improved creativity (Braun, Peus, Weisweiler, & Frey, 2013). The researchers point out that the dual-focused TFL has the ability to achieve a more positive impact on the employees by enforcing a culture that is aligned with the goals, mission and vision of the company. However, Vaara, Sonenschein & Boje (2016) present organizational narrative analysis as an effective measure of assessment of the method incorporated. The technique could prove to be the primary factor saving the company from ultimate doom.
Opinions, Personal Experiences and Workplace Applicability
The dual-focused transformational leadership is depicted as an effective method of establishing particular norms, values and behavior in the organization’s workforce. The superior leaders will use this opportunity as a measure of presenting workers with significant approaches of realizing the desired output. There are various ways in which members of the company can increase their creativity for instance through extensive learning (Dong et al., 2016). In a technology firm, cybersecurity personnel may research widely on different ways an authorized party may get access to classified and sensitive information. The internet and news reports present daily ways in which hackers have developed to surpass the security measures. In the workplace, this practice does not necessary require formal training. Though it is necessary that the individual have a high level of understanding on the objective task, creativity does not require formal education and it is merely by the individual’s inquisitive nature of going an extra mile.
Article #3
Overview
In an effort to encounter successful transformation and change within the organization, it is necessary that the leaders understand the appropriate strategies of undertaking the journey and the significant risks its poses. The research conducted by Vaara, Sonenschein & Boje (2016) identifies organizational narrative analysis as a measure of drawing information for the purpose of organization change. In this regard, the authors recognize that the method has shown most promise in identity, personal change, strategy, entrepreneurship, and organizational change. For instance, narratives of time will help scholars understands the manner in which organizations evolve and how the different actors in this evolution shape the future operations. This practice shows the importance of narratives in identifying the significant factors that have played a major role in the advancement of knowledge. According to this analysis, the leaders in an organization can gain information of appropriate strategies that will provide positive overall results.
Analysis
One of the important concepts of organizational development is strategy. During the process of transformation and change, the leaders of a firm must decide on a particular technique that aligns with the vision, goals, and mission of the company (Langley, Smallman, Tsoukas, & van de Ven, 2013). Picking a random strategy is not recommended as it may lead to waste of time and resources. It is for this reason that the researchers identify the organizational narrative analysis as a framework for developing strategies and guiding organizational change. The narratives were previously important to humanities and social sciences (Vaara, Sonenschein & Boje, 2016). However, they have now extended into the studies of management and the organization. The research shows that these narratives are particularly important in ensuring stability and guiding the change process within the organization though many scholars may not emphasize this crucial role (Langley, Smallman, Tsoukas, & van de Ven, 2013). The three different approaches of narratives; realist, interpretive and poststructuralist present various ways in which they may be used in the social setting of the workplace.
Compare and Contrast
The research on organizational narratives analysis is an important factor in identifying the business’ need to look back on the events that may have occurred and ahead on the potential impacts (Vaara, Sonenschein & Boje, 2016). The study shows that it is essential that the firm requires a strategy before incorporating any form of change within the organization. Unlike the other two research articles, it is evident that organization development is a complex discipline that necessitates keen concentration on various aspects and their effects on the company (Langley, Smallman, Tsoukas, & van de Ven, 2013). While the other two discuss the leadership approaches and the appropriate culture to develop, this article looks into the methods that are most appropriate to the firm when enforcing change. These strategies may be drawn from the practices of the business or its related partners.
Opinions, Personal Experiences and Workplace Applicability
The article in question is highly important to the issue of organization development. The leaders of a firm require a guideline that shows how the different technique may present unwanted results. For instance, transactional leadership may be an effective means of managing workers towards high level of performance in a manufacturing company. However, this practice may not present the same results when instituted into a technology company. The organization may not always lay out clear and distinct tasks for the employees. It may be required for workers to become innovative and go beyond what is usually considered the normal practices. The organizational narrative analysis will therefore play a critical role in developing knowledge on the most appropriate strategies. The impact one method may have had on a similar company may be discarded to prevent negative outcomes.
References
Braun, S., Peus, C., Weisweiler, S., & Frey, D. (2013). Transformational leadership, job satisfaction, and team performance: A multilevel mediation model of trust. The Leadership Quarterly , 24(1), 270-283.
Breevaart, K., Bakker, A., Hetland, J., Demerouti, E., Olsen, O. K., & Espevik, R. (2014). Daily transactional and transformational leadership and daily employee engagement. Journal of occupational and organizational psychology , 87(1), 138-157.
Dong, Y., Bartol, K. M., Zhang, Z. X., & Li, C. (2016). Enhancing employee creativity via individual skill development and team knowledge sharing: Influences of dual ‐ focused transformational leadership. Journal of Organizational Behavior , 38(3), 439-458.
Langley, A., Smallman, C., Tsoukas, H., & Van de Ven, A. H. (2013). Process studies of change in organization and management: Unveiling temporality, activity, and flow. Academy of Management Journal , 56(1), 1-13.
Vaara, E., Sonenshein, S., & Boje, D. (2016). Narratives as sources of stability and change in organizations: Approaches and directions for future research. The Academy of Management Annals , 10(1), 495-560.
