question archive THE ORIGINAL QUESTION WAS- Module 2 DQ 1 From time to time, stakeholders disagree with organizational practices
THE ORIGINAL QUESTION WAS- Module 2 DQ 1 From time to time, stakeholders disagree with organizational practices
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THE ORIGINAL QUESTION WAS- Module 2 DQ 1
From time to time, stakeholders disagree with organizational practices. What are the most effective means for stakeholders to instigate change in an organization without creating a rift between the organization and the stakeholder? Support your position.
Student Crystal Replied-
Greetings, Stakeholders significantly influence how organizations implement change. Different stakeholders are likely to engage in change management processes that increase their influence and capacity to achieve desired results (Pirson & Malthorta, 2011). Internal and external stakeholder groups may have conflicting requests; some conflicts are unavoidable but not detrimental when considering these stakeholders upfront in the change management initiative. Aligning stakeholder interest and communication is crucial; this allows organizations to grasp stakeholder objectives/goals and analyze or adjust resources accordingly.
Interactive support systematically expands organizational and the stakeholders' relationship and drives organizational change initiatives without alienating multilayered stakeholders. It is perilous that stakeholders understand how their contributions and others will benefit the change initiatives. Their compliance and cooperation are characterized by the right mixture of circulated information and organizational interplay (Jimenez et al., 2021). The most effective means for stakeholders to instigate change in an organization is through open communication platforms by building a culture of trustworthy dialogues; multilayered stakeholders need to understand how their contributions influence or affect change in real time.
DO YOU AGREE OR DISAGREE WITH WHAT THE STUDENT SAID-
YOUR ANSWER BELOW – NO MORE THAN 150 WORDS WITH A NARRATIVE REFERENCE! IT HAS TO BE A NARRATIVE REFFERENCE!!
Student Elise Replied-
Good morning!
Stakeholders all play an important part in an organization. For myself and the Tutoring Department, principals are one of our most important stakeholders. Oftentimes, stakeholders will disagree with organizational practices, especially when a change is taking place. A key role of stakeholders is to aid in the organization, making decisions, development, and implementation of processes, as well as other key roles (Lehtinen & Aaktonen, 2020). To bring about change, such stakeholders must be informed and brought into the decision-making process. It is also a good idea as a leader to have documentation on why the change is necessary. With documentation proving why change is necessary, stakeholders are much more inclined to buy into a change. With upfront knowledge, a rift can ideally be avoided. Involving stakeholders in such organizational change has become more prevalent in recent years. A study about stakeholder engagement describes how stakeholder engagement has become important to the success of an organization in just the last few years (Kujala et. al., 2022). To keep that engagement positive is important in retaining stakeholders and putting the best forth for an organization. Personally, if we were to lose our principals as stakeholders, the tutoring services that we provide in-person to schools within our district would not be able to happen.
DO YOU AGREE OR DISAGREE WITH WHAT THE STUDENT SAID-
YOUR ANSWER BELOW – NO MORE THAN 150 WORDS WITH A NARRATIVE REFERENCE! IT HAS TO BE A NARRATIVE REFFERENCE!!
Student Susan Replied-
Many people agree that change is a constant and a necessity but accepting it is easier said than done. What is more frustrating is when new employees or managers come in and seem to have the authority to unravel certain processes and make them “better”. This causes resentment and a definite resistance from many stakeholders, both internal and external. One of the biggest reasons that people resist change is because their input was not invited.
Group behavior is apparent in organizational culture. Organizations and stakeholders with similar conventions band together and any disruption of the group structure is grounds to unraveling comfortability (Graamans et al, 2021). It can also be seen as a betrayal of trust to the social arrangement. For this reason, before speaking of a change, stakeholders must have a complete understanding of the social arrangement and strategically prepare their proposals based on the reactions they may receive. By strategically planning, stakeholders are fully aware of the other stakeholders’ behaviors and seek to curb negative reactions in their plan. This enables revealing inconsistencies in the plan itself and editing accordingly to justify the need for change (Graamans et al, 2021)
Stakeholders need to carefully analyze the implications of a changing decision before it is implemented. Denying other stakeholders their right to choose only enables conflict and displeasure (Abbas & Parbudyal, 2019). Employees that see or perceive their management has the upper hand in all organizational decisions impedes smooth adaptation to change and rarely does the change remain in effect because of poor implementation. One effective way to include all voices is by creating a circular organization. This type of dynamic sees all viewpoints in categories and gives other stakeholders an active and empowering stance that drives innovation and ensures all are welcome to participate (Abbas & Parbudyal, 2019).
DO YOU AGREE OR DISAGREE WITH WHAT THE STUDENT SAID-
YOUR ANSWER BELOW – NO MORE THAN 150 WORDS WITH A NARRATIVE REFERENCE! IT HAS TO BE A NARRATIVE REFFERENCE!!
