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Chapter 10: Organizational Change & Leadership Processes

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Chapter 10: Organizational Change & Leadership Processes

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According to Peng et al. (2021), cultural factors, such as individualist versus collectivist cultures, can impact the effectiveness of transformational leadership in organizational change. Studies in eastern collectivist cultures and western individualist cultures have shown variations in how transformational leadership influences change reaction.

Therefore, leadership can be seen as an encouraging factor for people to constantly change and push them into change. Leadership plays a role in an organization to motivate and encourage employees to maintain and adapt to the business environment, to ensure the organization's development and innovation. (Hao & Yazdanifard, 2015)

As a corporate communications practitioner at a treated water company, understanding the natural cycle of an organization and responses to change is essential to effective communication. In line with the learning syllabus, my organization follows a structured approach with 4 steps to communicating organizational change: First, we share a vision that clearly stated purpose and direction change, ensuring clarity and consistency across the organization. Second, we tell a success story that engages and inspires employees, highlighting the logic of change and its potential benefits.

Third, we empower members of the organization by making them heroes of change, recognizing their contributions, and pride through a various of programs and activities. Finally, we chart a clear path forward, outlining the steps, milestones, and resources needed to implement change.

By knowing the learning content and outcomes of the Leadership Process and Organizational Change, I can gain knowledge that will help me navigate future changes in the organization and improve my effectiveness in communicating with internal and external stakeholders.

References:

Hao, M. J., & Yazdanifard, R. (2015). How Effective Leadership can Facilitate Change In Organizations through Improvement & Innovation. Global Journal of Management and Business Research: A Administration and Management, 15(9), 0–6.

Peng, J., Li, M., Wang, Z., & Lin, Y. (2021). Transformational Leadership and Employees’ Reactions to Organizational Change: Evidence From a Meta-Analysis. Journal of Applied Behavioral Science, 57(3), 369–397. https://doi.org/10.1177/0021886320920366

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Organizational Change & Leadership Processes

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This chapter introduces the concept of conflict and its importance in the workplace, emphasizing the need for effective conflict management. These chapter explores the key components of conflicts, including incompatible goals, interdependent behaviors, the role of interaction, and the expression of incompatibility.

Four main phases of organizational conflict involve latent, perceived, felt, manifest, and conflict aftermath. It helps in understanding the progression and manifestation of conflicts in the workplace.

According to GaneshKumar (2021), conflict is a normal and regular part of the workplace. This happens in every business. For any group that wants to achieve its goals, conflict is inevitable. Although differences may occur, the effect is not necessarily negative. Conflicts can create loopholes. Conflict forces us to think more critically, more creatively, achieve deeper understanding and seek alternative approaches that are more efficient, sustainable and effective.

For me, understanding and managing conflicts are essential skills to maintain a harmonious work environment. When thinking about the conflict management process, I wanted to address a situation in my work environment that involved a manager lacking understanding of their role and responsibilities. This manager's background was different from a job description, leading to unfinished tasks and extra burdens on my shoulders. In my situation, the mismatch in our roles and responsibilities, which has not been openly addressed. My manager might not be aware of the impact their actions have on my workload, while I feel overwhelmed by the additional tasks.

However, to address the solution I openly discuss the issue with my manager, expressing my concerns and the impact it has on my workload. Sometimes to meet the crucial deadlines. I seek assistance from higher management, if needed, to mediate the conflict and ensure a fair resolution.

Through this process, I have experienced the importance of open communication, active listening, and empathy in managing conflicts to create a more balanced work environment and promoting growth in the workplace.

Reference:

GaneshKumar, D. (2021). Effectiveness of Conflict Management Games and Activities in Workplace. Turkish Journal of Computer and Mathematics Education, 12(11), 395–400.

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Chapter 3: The Difference Between a Classical Management Theory & a Human Relations Theory

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Chapter 3: The Difference Between a Classical Management Theory & a Human Relations Theory

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As a corporate communications practitioner in the treated water sector, I often find myself thinking about the various theories that guide management practice. In my organization, classical management theory is evident in its hierarchical structure and emphasis on streamlining processes to ensure efficient water treatment and distribution services.

This theory mainly aims to improve the methods and techniques used in the workplace to achieve higher output. It emphasizes the importance of clear reporting lines, standardization, and separation of ownership and management responsibilities.

According to Post et al. (2020), Classical Management Theory emphasizes a top-down approach to management, where decision-making authority is centralized at the top levels of the organization and views employees as rational economic beings motivated primarily by financial incentives and job security.

On the other hand, Human Relations Theory, acknowledges that employees are individuals with unique needs and goals. A positive work environment, effective communication, and employee involvement can lead to higher job satisfaction, commitment, and overall productivity. In my role as a corporate communication practitioner, I often apply the principles of Human Relations Theory by practice open communication, promoting teamwork, and addressing employee concerns to create a supportive and inclusive work culture.

I believe that a balance between these two approaches is crucial for the success of our organization. I must continue to optimize the processes and strive for efficiency, must also prioritize employee engagement, communication, and support. Ultimately, as a team, we can create a positive work environment that create collaboration and innovation, leading to better performance and a more sustainable treated water supply organization.

These theories provide a framework for me to navigate the style of organizational management and communication, ensuring that I can effectively contribute to the growth and success of organization.

References:

Post, C., Sarala, R., Gatrell, C., & Prescott, J. E. (2020). Advancing Theory with Review Articles. Journal of Management Studies, 57(2), 351–376. https://doi.org/10.1111/joms.12549

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Chapter 2: Classical Approaches to Management

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Chapter 2: Classical Approaches to Management

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Chapter 2 lesson on classical approaches to management and organizational communication was insightful. The machine metaphor, the idea of comparing organizations to well-running machines, where every part does its specific job effectively, was an interesting concept. Henri Fayol's Theory of Classical Management, with its emphasis on management elements, principles, structure, power, rewards, and attitude, provided a structured framework for understanding organizational dynamics.

Max Weber's Theory of Bureaucracy, with its hierarchical and rule-based structure, and Frederick Taylor's Theory of Scientific Management, which focuses on increasing efficiency through systematic analysis of work processes, further highlighted the classical approach's emphasis on structure, order, and efficiency.

While these classical approaches have evolved over time, their influence can still be seen in many organizations today. In the book "Organizational Studies: Implications for Strategic Management," the book aim to analyze the evolution of organizational studies by utilizing a historical and theoretical approach .

This analysis relates to the increasingly frequent and significant changes occurring in the social, economic, and technological environments in which organizations operate (Valeri, 2021).

As I reflect on these concepts, I realize the importance of striking a balance between classical principles and modern communication practices that encourage employee engagement, participation, and flexibility. In my own organization, we will strive to incorporate elements of these classical approaches, such as clear structure and goal-setting, while also fostering an environment that values open communication, collaboration, and innovation.

Furthermore, in my personal life, I will be mindful of the classical management concepts, and I will adapt my communication style to suit different contexts and situations effectively.

Overall, this lesson has provided me with valuable insights into the historical foundations of organizational communication and management, and has challenged me to consider how these principles can be applied and adapted in a modern context.

References:

Valeri, M. (2021). Organizational Studies: Implications for the Strategic Management. December, 119. https://doi.org/10.1007/978-3-030-87148-2

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Chapter 2: Classical Approaches to Management

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The maze of organizational communication

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Chapter 1: The Challenge of Organizational Communication 

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Chapter 1: The Challenge of Organizational Communication 

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During the lesson in week one, it’s discussing how important and complex communication within organizations has become, due to factors like globalization, terrorism, climate change, and changing demographics.

Globalization making effective cross-cultural communication necessary to bridge differences and encourage collaboration. Coca-Cola is the world’s best-known beverage company focus on expanding customer acceptance in worldwide. According to Grgić (2022), the company embraces cultural differences and tailors its communication to meet local market needs  and implements a strategy, combining international and global strategies to localize its brand in foreign markets (Grgić, 2022).

Climate change has raised awareness of environmental issues and has pushed organization to communicate their sustainability efforts and commitments to stakeholders. Terrorism threats have increased the need for clear and timely communication within organizations and with external stakeholders, while changing demographics, like an aging workforce require organizations to adapt their communication strategies to meet diverse needs, preferences, and expectations.

In my professional life, climate change has raised awareness of environmental issues and has pushed my organization to communicate our sustainability efforts and commitments to stakeholders. By openly discussing environmental initiatives, such as water conservation, and zero net carbon initiatives, we can build trust and credibility with our stakeholders (Ranhill Utilities Berhad, 2022).  I realized that climate change has a significant impact on the communication strategies of organizations like mine, which focuses on treated water supply. I will also strive to be more conscious of my water usage and environmental impact, as it directly relates to the mission of our organization.

References:

Grgić, J. (2022). Coca-Cola internationalization strategies. Faculty of Economics and Business University of Zagreb, 73. https://repozitorij.efzg.unizg.hr/islandora/object/efzg%3A5858/datastream/PDF/view

Ranhill Utilities Berhad. (2022). Consolidating strengths. Sustainability Report. https://doi.org/10.1017/mdh.2014.75