In the course of organizational change, I have learned theoretical approaches to the matter and acquired skills of analyzing organizational processes. I came to the understanding that organizational change is a complex process that can be approached from different angles.
Even though there is a considerable body of theoretical works, such as Lewin’s change model, action research model, and the positive model (Cummings & Worley, 2015), implementation of strategic change remains a business problem (Hornstein, 2015). Due to the issue, present-day research in the matter focuses on identifying social and psychological approaches to change process (Hornstein, 2015). In short, it surprised me that methods of organizational change differ in their core, and no model can more or less fit any situation.
One of the most exciting matter discussed during the course was human resource (HR) interventions and talent management in particular. I realized that there is a special need for leaders to pay attention to internal talents, as “managerial talent is just as likely to be present in those employees working their way up through the ranks as in managers hired from outside the organization” (Al Ariss, Cascio, & Paauwe, 2014, p. 174).
Moreover, I came to believe that talents do not always occur naturally, and executives with the help of HR personnel are in charge of building and sustaining talent in their employees. In short, HR interventions was the most compelling topic in the course of organizational change.
The most beneficial aspect of the class was acknowledging the essential competencies and skills of an organization development practitioner (ODP). ODPs must have a substantial up-to-date theoretical base, leadership skills, self-management skills, and conflict-solving skills (Cummings & Worley, 2015). Moreover, an efficient ODP knows the design and behavior of the organization he is working with (Cummings & Worley, 2015). In conclusion, organizational change is complicated and requires every successful ODP to become a lifelong student, as the thought about the matter develops rapidly.
References
Al Ariss, A., Cascio, W., & Paauwe, J. (2014). Talent management: Current theories and future research directions. Journal of World Business, 49(2), 173-179. Web.
Cummings, T., & Worley, C. (2015). Organization development & change. Stamford, CT: Cengage Learning.
Hornstein, H. (2015). The integration of project management and organizational change management is now a necessity. International Journal of Project Management, 33(2), 291-298. Web.