Replies: Provide 2 thoughtful replies to the threads of classmates. Each reply must include an analysis of your classmates’ threads, based on any experience from your own professional career (if applicable) that might be relevant. All replies must be 200–250 words. Also, be sure to integrate the required reading in a logical and relevant manner. You must cite: The textbook or at      least 1 peer-reviewed journal article; 1 passage of      Scripture; and The audio lesson      presentation. Submit your thread by 11:59 p.m. (ET) on Wednesday of the assigned module/week, and submit your replies by 11:59 p.m. (ET) on Sunday of the same module/week. 2 days ago  Myles McHugh  Organizational culture and resistance to change  Collapse Top of Form The keys to successful change, according to an American Management Association survey (American Management Association, 1994), are first and foremost leadership, followed closely by corporate values and communication (Table 1). If change is a process of taking an organization on a journey from its current state to a desired future state and dealing with all the problems that arise along the journey, then change is about leadership as well as management. In his classic statements on management and leadership, Kotter (1990) says that management produces orderly results which keep something working efficiently, whereas leadership creates useful change; neither is necessarily better or a replacement for the other. Both are needed if organizations are to prosper. “Management’s mandate is to minimize risk and to keep the current system operating. Change, by definition, requires creating a new system, which in turn always demands leadership.” (Kotter, 1997). Remember, it is human nature to resist change, therefore it is critically important to understand that their will be doubting Thomas’. Ensure that you are not breaking your original covenant with your employees. Proper communication, dialogue and participatory decision making will give workers a feeling of empowerment and as being a part of the process. Avoid the need for coercion and manipulation as they are potential vision killers. There are a few good models out there to use as a guide; Lewin’s Three Step Change Model and Kotter’s Eight Step Plan are a good place to start. Lewin’s model suggests; Unfreeze-Create the right environment for change to happen  Change-Support the change all the way through to the desired      end state  Refreeze-Reinforce the change to anchor it  Kotter’s plan suggests; Creating a Climate for Change Increasing Urgency Building the Guiding Team Getting the Right Vision Engaging and Enabling the Organization Communicate for Buy-in Empower Action Create Short-term Wins Implementing and Sustaining Change Don’t Let Up Make it Stick In both cases the common theme is that it is imperative to include your colleagues, coworkers, peers subordinates and management in the process. From ...

1. Replies:
Provide 2 thoughtful replies to the threads of classmates. Each
reply must include an analysis of your classmates’ threads,
based on any experience from your own professional career (if
applicable) that might be relevant. All replies must be 200–250
words. Also, be sure to integrate the required reading in a
logical and relevant manner.
You must cite:
The textbook or at least 1 peer-reviewed journal article;
1 passage of Scripture; and
The audio lesson presentation.
Submit your thread by 11:59 p.m. (ET) on Wednesday of the
assigned module/week, and submit your replies by 11:59 p.m.
(ET) on Sunday of the same module/week.
2 days ago
Myles McHugh
Organizational culture and resistance to change
Collapse
Top of Form

2. The keys to successful change, according to an American
Management Association survey (American Management
Association, 1994), are first and foremost leadership, followed
closely by corporate values and communication (Table 1). If
change is a process of taking an organization on a journey from
its current state to a desired future state and dealing with all the
problems that arise along the journey, then change is about
leadership as well as management. In his classic statements on
management and leadership, Kotter (1990) says that
management produces orderly results which keep something
working efficiently, whereas leadership creates useful change;
neither is necessarily better or a replacement for the other. Both
are needed if organizations are to prosper. “Management’s
mandate is to minimize risk and to keep the current system
operating. Change, by definition, requires creating a new
system, which in turn always demands leadership.” (Kotter,
1997).
Remember, it is human nature to resist change, therefore it is
critically important to understand that their will be doubting
Thomas’. Ensure that you are not breaking your original
covenant with your employees. Proper communication, dialogue
and participatory decision making will give workers a feeling of
empowerment and as being a part of the process. Avoid the need
for coercion and manipulation as they are potential vision
killers. There are a few good models out there to use as a guide;
Lewin’s Three Step Change Model and Kotter’s Eight Step Plan
are a good place to start.
Lewin’s model suggests;
Unfreeze-Create the right environment for change to happen
Change-Support the change all the way through to the desired

3. end state
Refreeze-Reinforce the change to anchor it
Kotter’s plan suggests;
Creating a Climate for Change
Increasing Urgency
Building the Guiding Team
Getting the Right Vision
Engaging and Enabling the Organization
Communicate for Buy-in
Empower Action
Create Short-term Wins

4. Implementing and Sustaining Change
Don’t Let Up
Make it Stick
In both cases the common theme is that it is imperative to
include your colleagues, coworkers, peers subordinates and
management in the process. From experience we learn that
successful change occurs when there is commitment, a sense of
urgency or momentum, stakeholder engagement, openness, clear
vision, good and clear communication, strong leadership, and a
well-executed plan. One of my favorite Bible verses about
change is the passage where Abraham is called out from his
home by God, and obeys even though he does not know where
he is going. He was wealthy and content, so this must have been
difficult for him. Sometimes God calls on us to make these
kinds of changes.
Philippians 4:6-7
. Do not be anxious about anything, but in everything by prayer
and supplication with thanksgiving let your requests be made
known to God. And the peace of God, which surpasses all
understanding, will guard your hearts and your minds in Christ
Jesus.
1 Corinthians 15:51-42
. “Behold! I tell you a mystery. We shall not all sleep, but we
shall all be changed in a moment, in the twinkling of an eye, at
the last trumpet. For the trumpet will sound, and the dead will

5. be raised imperishable, and we shall be changed.”
Organizational change lesson 10
Roger Gill, Defining Leadership, Sage Publications, London, in
preparation.
American Management Association (1994) Survey on Change
Management, AMA, New York.
Kotter, J. P. (1997) ‘Leading by Vision and Strategy’, Executive
Excellence, October, 15–16.
Drew Stevens Instructor Manager
RE: Change and Stress
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Top of Form
Ashley one point on change to mention here. Some industries
change more quickly than others, but no matter the nature of
your work, you need to be learning about it, leadership, the
world, and people. Formal training and classes often help, but
so does reading. Protecting time each day for learning and
steadfastly pushing yourself to improve are the first steps. They
will help you in your own advancement, but they will also make
you a better judge of the talent you encounter. Continuous
learning should be a priority for you and those you lead
because, in general, it will equip you to set better priorities.
I welcome your additional thoughts and ideas here.
My best,

6. Dr. Drew
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