The document outlines the requirements for students to engage in thoughtful replies to classmates' threads, focusing on organizational change and leadership. Key points include the importance of leadership and communication in change processes, referencing models by Lewin and Kotter, and the need for stakeholder engagement. Additionally, the document incorporates biblical passages that relate to the theme of change, emphasizing the necessity of commitment and continuous learning.

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
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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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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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