Organization Discussion 2: Background Information Welcome to the discussion. In this course you will be introduced to a topic in the discussion. The first week of the module you will write about your initial thoughts after reviewing the resources. The initial post should be at least 600 words. During the following week you will reply to at least two of your classmates. The replies should be at least 200 words. See the discussion rubric for more details on grading. Discussions should always be completed prior to "class." If you are in an online class or an on ground course this is prior to the lesson portion of the week. Are you ready to begin

1. Watch the Ted Talk: Forget the pecking order at work http://www.ted.com/talks/margaret_heffernan_why_it_s_time_to_forget_the_pecking_order_at_work?utm_source=tedcomshare&utm_medium=email&utm_campaign=tedspread 2. Research how change leaders lead change. You may want to start with Margaret Heffernan Initial Post (600 words) How do companies that go through constant change cope? Find specific companies that have change (such as Capital One) https://www.towerswatson.com/en-US/Insights/Newsletters/Global/strategy-at-work/2011/Banking-on-Employees-Readiness-for-Change Reply Posts (2 200-word posts) Choose two (2) students that you agree or disagree with and reply to them. You can also reply to your professor’s posts. Posts must contain thought provoking and analytical observations ; contributions embedded with academic literature and a list of references are encouraged. Student#1: It is very important for the company to change depending upon the situation in this competitive world. If there is any company which does not change or take appropriate step to change are often knocked off from competition in the market. Following are the changes that leaders in the organization are responsible 1. The leaders need to ensure that there might be a possibility where change is expected. Therefore leaders should be well prepared to change under such circumstances. 2. A good communication with team member is equally important which can result into positive change. 3. Be positive in action and attitude and continue to do good work. Instead of worrying about change, the leaders need to focus and leverage the existing skills and experience. 4. Maintain network with colleague and team member. They can guide and give the idea to adapt change. They are the best advocates in any situation Company cope changes in the following way 1. Company must be prepared for change as it has been inevitable part of life. Instead of situation forcing the company to change or fearing change, it's much better to plan and prepare for the inevitable changes that are likely to occur. 2. Company must maintain a positive attitude towards the change. Expressing sadness, loss or negative feelings are inappropriate. The company must motivate their employees to be upbeat, possitive and team players. 3. Company must be more efficient rather than worrying about change. The company must evolve over time, bringing improvements in inefficiency. 4. Company must learn from experience be it bad or good. During the change, it is import for the company to consult with the experience people. The company must read books, articles, listen to audiotapes on coping with organizational change. 5. Company rise to the challenge if the problem arises. It all depends on how company look upon the change and what step they take to implement change successfully. One specific company that has change is Sheba which manufacturing and export company. They used to export spice in late 80's but over the years the situation became unfavorable and the demand slightly falling down. The company was forced to change its product line to sustain in the market. In mid 90's they enter into stainless steel kitchenware. Now looking at the current situation, the company revenues are doubled compared to previous year. hence one change in action helped company to sustain and develop growth in the market. Student#2: Cultures where members are receptive of change are full of free thinking, autonomous contributors. This type of open environment doesn't propagate in areas where managers control, restrict, and say "no" as a general response to new ideas. In such negatively infused cultures, workers tend to freeze up, simply doing what they're told. Employees fade into the woodwork, disappearing from organizational life. Oh, how boring! Cultures where employees are receptive to change are filled with trusting, bonding, and empathetic leaders. Change is an essential adaptation tool of survival. Without a receptiveness to adapt to environmental mutations, company leaders face the very real future of failure. Environmental changes can be things like availability of humans and resources, changes in prices of commodities, and legislative enactments. Dramatic changes were made in the shipping industry two decades ago as a result of price increases for fuel. Organizations where leaders didn't adapt to rising fuel costs dwindled or disappeared. On the other hand, organizations where leaders adjusted to environmental change not only survived but have flourished. One such organization is Amazon.com. The geniuses at Amazon changed online shopping models forever out of competitive need resulting from environmental change. In short, the leaders at Amazon nudged (possibly shoved) the evolutionary change process. Amazon.com was founded in 1994 and launched in 1995 as a new way, or model, of selling books. Company leaders took the approach of identifying customer needs and working backwards to find new ways to distribute goods and services. Their philosophy was a balance of two opposing lines of thinking. One, not listening to customers will lead to failure. However, two, only listening to customers will also lead to failure. Amazon's leaders mixed these two philosophies for the practical approach to giving customers something they needed, but did not know they needed it. By 2012, anything from books, auto parts, and food are distributed by Amazon through multiple partners. Organizational climate set by Amazon is such that idea generation is encouraged in many innovative venues, such as eco-friendly packaging, waste reduction, energy initiatives, and facility logistics. Amazon is an example of theory converting to practical application through innovation for productive means. By fully accepting open-system precepts as a theoretical base for running the business, Amazon leaders changed the way retail operations work. In an innovative manoeuvre as a response to a changing environment, Amazon leaders enhanced collaboration via the internet. In a risky move, Amazon founders exposed their theory and strategy of selling over the internet via external networks to competitors, ultimately converting them to partners. Over time, these relationships evolved to help convert the founders' theory of retailing to practical application. Under this new operating model, potential competitors became partners, helping Amazon grow its customer base through expanded product lines. Unfortunately, the process for changing from restrictive to open cultures which are more accepting of divergent ideas (and are generally more supportive, collaborative, friendly, and fun) is not an easy task. Such organizational changes require organizational members to undergo adaptations of attitude, behavior, and rewards. The change for Amazon was an easier task because the organizational culture was already receptive to change. The entire Amazon model of online shopping was revolutionary, so company founders pitched receptive cultures from the very beginning. Other, less receptive organizations have to endure the long process of evolutionary change before innovation is an everyday occurrence. But if they take too long to adjust, over time they'll disappear into the background while replacement organizations with forward thinking, change-receptive leaders will take over