Reflective Report: Organization Development Answers Assessment Answer

n (Anderson & Anderson, 2009). Thus, a sudden change internal process increases the insecurities amongst the employees (Gough, 2007).

In the second phase, the employees raise up their denial opinion and makes their conclusion against the new situation to minimise the dissonance experience (Ball & Garcia-Lorenzo, 2013). I have experienced the similar situation when I have been promoted from the assistant position to the relationship management of my organisation. My peers have raised voice against my position, and it was hard for me to convince them as per schedule. 

In the third stage, I have to go through the stage of awareness competencies, where, I had to listen to the informal behaviours of my juniors. 

As per 7 stages of change process management model, the acceptance phase indicates the downward movement of incompetence (Goldman et al. 2008). Considering the view of Beerel (2009), it is the lowest point in the change process management model as the confidence stops when the individual accepts the reality of the situation.  As per my experience, I have felt the feelings of depression of the subordinates while a change process takes place in the workplace. On the other hand, the next phase named, testing has helped me to develop the new skill areas to improve the performance of the employees. Adding to this, the search for meaning phase has helped me to develop the strategies with certain active behaviours for enabling the management to reduce the employee grievance in such change process (Bednar & Green, 2011). Furthermore, the final stage is an integration that assists the firm to increase the confidence and competence of the employees towards the change process to integrate the people within the organisation.

While working in the ABC Bank Ltd. I have seen different organisational complexities regarding the promotion and career growth of the junior employees. The corporate culture was unhealthy, and a personal preference was prioritised by the managers during the promotional process. However, being a junior employee, I had received a transparent promotion for my hard work. This scenario created a major shock within the workforce, and the majority of the reporting employee’s refused to report me. After a certain time span, I have realised that due to the lack of awareness, the workforce became rude to me. It was a clear mistake from the management’s end.

With due respect, I tactically handled the situation and tried to communicate more with the members. It was a trial process, where I tried to establish a meaningful communication within the workforce. Gradually, employees became free, and our communication and trust factor increased as well. Finally, I have become satisfied to integrate all team members, and we had achieved a significant sales figure in the last quarter of that financial year. Although management had failed to integrate employee values with the change management process, my personal communication and flexibility have helped the branch reducing employee resistance towards the future change process.

The preliminary analysis of the study indicates that the change process is required for the every organisation. However, the management needs to take major initiatives to encourage the workforce to become comfortable with the change process. The chosen organisation, ABC Bank Ltd. has a lack in employee awareness program while an organisational change process takes place. Hence, the firm has faced some critical situations at this time of change process. Thus, employee motivation and employee awareness are highly required to integrate the employees within the workplace.

Reference:

Anderson, D. L., & Anderson, C. (2009). Organization development: The process of leading organizational change. Thousand Oaks: SAGE Publications.

Ball, D., & Garcia-Lorenzo, L. (2013). A very personal process. Change Management: An International Journal, 12(1), 1–16.

BEDNAR, P. M., & GREEN, G. M. (2011). Same business same system? A critique of organization and the information systems process. Journal of Organisational Transformation & Social Change, 8(2), 199–213.

Beerel, A. C. (2009). Leadership and change management (Hardback). Los Angeles: Sage Publications Ltd, United Kingdom.

Goldman, R. H., Cohen, A.P. & Sheahan, F. (2008) Using seminar blogs to enhance student participation and learning in public health school classes. American Journal of Public Health, 98, 1658–1663

Gough, D. (2007) Weight of evidence:a framework for the appraisal of the quality and relevance of evidence, Special edition of research papers in education, 22(2), 213-228