conditions which may contribute to the transformation of an organization

 conditions which may contribute to the transformation of an organization

In an organization, it is important to have meetings from time to time because it helps the organization to achieve a common goal when vital matters need discussion. Meetings are essential because they contribute to the success of the organization. They also assist in sharing information that will be useful to the organization. When it comes to decision making, they help board members based on the views and ideas given at the conference. The paper will discuss different types of meeting styles.

In the third reading on preparation and design, some problems are associated with a lack of planning and experience. Organizers who jump from the first phase of gaining entry to the last stage of implementing, always end up failing (Nixon, 1998). Proper planning helps in understanding the needs of an organization. According to Leith’s article, organizational change and massive group interventions, there are six conditions which may contribute to the transformation of an organization.

First, the change process is self-managed and determined. Here, everyone in the organization realizes that change is necessary. They will recognize this by identifying the gaps between the visions and the current situation. The organization will then come up with strategies that will involve everyone. Each employee will play a part in ensuring that change is embraced. The second is involving the broad stakeholder. Every member of the organization who will benefit from the success of the organization should be included in strategic planning. By engaging the stakeholders, they will be determined to achieve the desired goal because all stakeholders believe they have contributed to change.

The third change is awareness of present reality inclusive. It means all the stakeholders will donate to the formation of an extensive database of planned information that will be given to the concerned members. Knowing the current situation of the organization, implementing operational decisions are made. The usual approach is one of forming a mutual prospect. The change is inclusive of a convincing idea that is common in all members. These visions motivate and spread support that is mutual because all members believe they are part of the process, thus creating alignment because they are working toward one goal. The strategic decisions will not be based on causes and effects; instead, the company problems will be viewed in their messy intricacy. When system thinking replaces linear thinking, every member will take personal responsibilities for any shortcoming.

The intervention of large groups is another approach to change. This approach consists of many interactive events which include pre-event planning and follow-up activities flowing from the occasion. Every gathering is attended by many participants from all levels of the company and the representatives from other groups. They discuss the real issues and help the organization in moving towards the future vision that is shared. The company needs to use this change strategy to ensure that there are no conflicts between employees and that they work towards achieving a common goal. The college requires to employ the above change processes for it to have more organized input.

Open Space Technology, according to the reading on open space technology, is the process of organizing and running a meeting where the members are invited to focus on particular, issue. With a company that has determined employees who strive to achieve the best and ensure that the company grows, it is best to use open space technology. In an open space technology session, according to the article, organizational change and massive group interventions, employees come together and come up with topics they would like to discuss. They also come up with ideas and developing plans for inventive and cooperative arrangements. What happens at the conference is the only thing that could happen. Every member speaks out their mind and is motivated to working even harder to achieve specific goals.

Open space technology should be used in the video game company. The two groups should come together and pool their ideas for the development of the organization. They will suggest the best strategies to use in the video game company (Lieth, 1996). Then they come up with a list of conclusion and the best plan to implement. Using open space technology, the employees share their thoughts with the rest of the team, in a calm way without any conflict and development of clear action plans to use in the office.

Future search is a planning meeting that assists individuals to transform their competence to adventure quickly. According to the article by Karen on future search conversation, Future search enables employees to learn more together than when a person is alone (Kareen, 1991). It involves fewer people, and the drive of future search is to grow trust and obligation among stakeholders. Future search indicates that when people have a common goal and purpose, they will work together in ensuring they achieve the goal.

According to Nixon’s article creating the future we desire, the future search design involves the future of the system, and it how it should be (Zielinski, 2002). it can only be achieved by considering how the system was in the past and how it is in the present if any progress is made and the right actions to take to meet the expectations. The insurance company needs to reinforce future search to develop trust among the employees in all the departments. When all the employees from the three departments come together and discuss the goals and objectives of the insurance company, every member will contribute, and they can communicate their views and address any problem they have. Through future search, all members get a chance to participate; hence trust is created, and the departments that had high turnouts will start contributing.

In Lieth’s article, there is a principle which states that whoever attends the open space technology conference is the right person. The chief executive officer made sure that the turnout was compulsory; this principle was violated, which explains the poor results. The chief executive officer also violated the policy that says, what happens, is what could happen by listing the topics he wanted the members to discuss. Hence, the employees were denied the chance to come up with their issues. The open space conference aim is to bring people together to combine their ideas and plans for development for creative actions. They form and manage their programs that will contribute to the development of the organization, but the chief executive officer violated this concept by stating the kind of response he expected. Therefore, the members discussed the topics and gave the expected results because it was what the chief executive officer wanted. It explains why they were slow at implementing the recommendation.