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"Education is the most powerful weapon which you can use to change the world”
– Nelson Mandela

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4-2 Journal

4-2 journal

Q Important components of the organizing facet of the P-O-L-C framework are organizational structure and culture. Change is inevitable in any company, and managers who understand how to manage change within their organizational structure and culture will be more successful with implementing and sustaining change. First, watch the following TED Talk videos: Embracing Change (18:03) This TED Talk, presented by Jason Clarke, examines the choices, and opportunities, presented to us through change. Lead and Be the Change (5:20) This TED Talk by Mark Mueller-Eberstein describes the emotional states that people and organizations experience when confronted with change and transformation. After you watch these videos, address the following questions and prompts in your journal assignment based on your experience with organizational culture and change. Consider what you watched in the videos as well as what you have learned in the course up to this point. ?How does organizational culture impact the change process? ?Reflect on your experience dealing with change. Explain whether you are naturally open to change or whether you resist change. ?Based on your experience with change, explain how management helped or hindered the change process. For additional details, please refer to the Journal Guidelines and Rubric document.

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According to Mark Mueller-Eberstein, when confronted with a radical transformation people go through an emotional roller coaster. They are often in denial and do not want to face the process called change. But slowly and steadily they accept the reality and start discovering ways to deal with the change. There are several ways organizational culture can impact the change process and help the employees in their emotional roller coaster and make them comfortable with the change. 1.The organization while implementing changes must have a clear vision. Most businesses fail because they do not have a clear vision. Therefore the vision should be clear, short, and crisp. The impact of the transformation should be clarified especially the positive impact. It must address the fears and concerns of the people and also search for the opportunity to get people motivated and so that they drive things forward.