Introduction
The concept of a vision creates and presents an idea of what the future will look like. Regarding change, the vision gives a firm a clear picture of how the current activities of the organization will affect the organization and subsequently illustrates the organization after the change is implemented. Therefore, the process of creating a vision and the presentation involved is essential in providing an incentive for all stakeholders in an organization to accept the proposed changes.
For individuals to embrace change, it is necessary for one to know if the change is not only feasible but also desirable. This is especially true for managers and other employees who invest their time and resources to an organization for not only income but also growth both at a professional and personal level (Carter, Armenkanis, Field, & Mossholder, 2013) . Undeniably, when changes do not showcase feasibility and desirability, all stakeholders in an organization will shun change.
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How is the Situation Different?
In the past two decades, the United States Army Reserves spends more on operational deployments compared to past statistics. While the increase in expenditure should reflect improvement’s in the organization’s activities, the corporation continues to lag behind compared to the Active Army and the Army National Guard (United States Gov., 2017) . The proposed change will ensure prioritization of resources including both funds and time. Indeed, each of the three recommended changes including prioritization of training to maximize on time and resources, improvements in communication particularly in the understanding of the standards and the aspect of increasing accountability of the soldiers will work to improve the general performance of the Army Reserves. Unlike currently where the aspect of accountability is focused on senior officers in the Army Reserves, the feature of increasing accountability will subject junior soldiers to the same treatment as their seniors regarding responsibility. This particular change will ensure that the US Army Reserve leaders are proactive rather than reactive in enforcing the adherence to the standards (U.S Army Reserve, 2018) . Such a change will increase the efficiency of the organization since each soldier will be accountable for his or her actions.
Additionally, unlike presently where the US Army Reserve the organization merely go through the training procedures as described and required by the Army Regulations, the organization will take an initiative to improve training at both individual and unit levels. For instance, the organization will focus more time on collective rather than individual training considering the necessity of soldiers working together. The fact that the organization will go beyond the recommendations of the Army Regulations illustrates more efficiency in the training sector (United States Gov., 2017) . Additionally, the US Army Reserve will focus on better communication and understanding of standards which will increase the organization’s completion numbers since the soldiers will have a better understanding of their mission.
Outsiders’ Perception of the Change
The US Army Reserves is an important part of the US Army and subsequently the military. The organization has been operational for more than a century when the Congress created the Medical Reserve Corps. Throughout decades of operations including the contribution in the interwar period of the First and Second World War and the Second World war, the organization has proved important to the USA. Indeed, the activities of the US Army Reserve directly impact various stakeholders, particularly the country’s military, the government and US citizen at large (U.S Army Reserve, 2018) . The suggested improvements will be embraced by the military since they reflect more efficiency in the organization. Undeniably, better training, improvements in communication and understanding of standards and increased accountability will be beneficial to the military especially in the current society characterized by better weapons and sophisticated attacks.
The US government has a solemn responsibility to protect each American citizen. Therefore, improvements in the activities of the US Army Reserve will align with the government's core responsibility as such it is likely that the government will support the proposed changes. Additionally, as mentioned, over the past years, the organization has spent considerably more compared to previous years despite the lack of evident benefits of additional funds (United States Gov., 2017) . Therefore, the changes will reflect that the government’s financial allocation to the military, particularly the Army Reserve are well-spent. Taxpayers are also more likely to support changes that illustrate more efficiency since it motivates them to be dedicated and law-abiding citizens in tax payment. The society as a whole will embrace changes focused on more efficiency since it reflects better security and protection against modern-day attacks such as terrorism and sophisticated weapons such as nuclear weapons. Ultimately, outsiders are more likely to embrace the changes in the army.
The Perception of the Team Members and other Employees
While it is more likely for the outsiders to appreciate the vision associated with change, the same cannot be said for the team members and other employees who in many cases have to invest a lot of time and resources not only in efforts of embracing the changes but ensuring their comfort in the new system. Since the first step involved in the change process is emphasizing the urgency of change in the organization, it is likely that the employees in the organization are conscious of why the organization requires the change. However, for them to rationalize the effort associated with implementing change, it is necessary for the vision to be effectively communicated to the employees (Gleeson, 2017) . It is assumed that the team members and the employees will proceed to appreciate the change since it primarily guarantees them income in addition to the satisfaction of effectively contributing to the security and protection of the USA. Although the United States Reserve remains relevant, it is likely the organization will continue to spend more with limited results if the proposed changes are not embraced (U.S Army Reserve, 2018) .
Furthermore, the team members and employees are also more likely to relate with the organization’s efforts since even though they are employees of the organization, they are also USA citizens with the desire to ensure security. Therefore, the fact that the organization is dedicating efforts to improve training, increasing efficiency in communication an understanding standards and facilitating accountability appeals to the employees who joined the military not only because of the steady paychecks but also because they desire to contribute to the USA protection.
Moreover, the efforts to improve training systems will increase the cohesiveness of the Army Reserve employees a factor that increases the members' sense of belonging. Better communication will ensure that the employees interact well with their seniors a factor that increases morale. Essentially, investing in techniques that improve training, communication channels and accountability are likely to increase employee motivation, morale and subsequently job satisfaction. Research indicates that job satisfaction is an essential element in increasing productivity which ultimately positively impacts an organization’s production capacity and profit margins (Carter, Armenkanis, Field, & Mossholder, 2013) . Therefore, the vision of a new trend of productivity in the organization will appeal to the majority of the organization’s employees.
Conclusion
The concept of change tends to affect not only the organization and its stakeholders but also other outsiders including the government and the society as a whole. Therefore, in the creation of a vision, it is necessary to acknowledge how the change affects the practices of the organization in the future, the perception of the outsiders and the perception of the employees. The change the US Army Reserve envisions is one that is likely to positively impact the employees, the organization and the society as a whole. Since the change encompasses improving training, facilitating open communication channels and increasing accountability it is likely that the organization will positively benefit from increased efficiency. Additionally, the change will increase the employees’ professionalism in addition to facilitating a sense of belonging factors that are likely to increase motivation and job satisfaction and subsequently the performance of the organization. Primarily, the vision illustrates that the envisioned change is a risk worth taking for the US Army Reserve to keep pace with new technologies and sophisticated attacks in the current society.
References
Carter, M. Z., Armenkanis, A. A., Field, H., & Mossholder, K. (2013). Transformational leadership, relationship quality, and employee performance during continuous incremental organizational change. Journal of Organization Behaviour , 1-17.
Gleeson, B. (2017, March 15`). 6 principles for communicating a powerful vision for change. Retrieved from Forbes: https://www.forbes.com/sites/brentgleeson/2017/03/15/6-principles-for-communicating-a-powerful-vision-for-change/#67587b5b3097
U.S Army Reserve. (2018). US Army Reserve . Retrieved from U.S Army Reserve Official website: https://www.usar.army.mil/
United States Gov. (2017). Army Training and leader development: Army regulations 350-1 . Retrieved from Washington, DC: Headquarters, Department of the Army: http:// data.cape.army.mil/web/ character-development-project/ repository/ ar 350-1/ 2017
