Conflict

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Internet Article Summary

This paper is a summary and analysis of two Internet articles relating to planned or unplanned organizational change. It deals specifically with human expectations of the workforce today. As more and more of the Generation X workers enter the workforce, how work is done is coming into question. Demands are being placed on that work environment, and organizational culture is changing to meet the requirements of a very knowledgeable and active generation of employees. On the other hand, greater stability is desired in the work place. This stability provides growth within the organization by providing the social safety nets needed to step out, take risks, and develop a plan of action.

Article One Help with essay on Conflict

Terms of Engagement (Axelrod, 001) talks to us about an exciting concept of a paradigm change. The old management paradigm was change management. The change management paradigm works to increase bureaucracy, reinforces top-down management, and increases cynicism and resistance to change (Axelrod, 001). The approach here is that the organization should work in an organizational vacuums. This is the antithesis of what today's common worker is striving for in the workplace. This new concept in managerial leadership is thrilling, to say the least. It is touted as the engagement paradigm. There are four main principles involved in applying this paradigm

1. Widening the circle of involvement. The author states this concept beautifully by stating that a critical mass of energetic people needs to be created, that design and support necessary changes (Axelrod, 001).

. Connecting people to each other. People naturally want to network. In the business environment, that is how work is done. Connecting people with people within the organization tears down barriers between thought processes and creativity. Subordinates get to know each other and are more comfortable as change occurs.

. Creating communities for action. One man can accomplish a great deal. Ten men can accomplish a hundred times more. Teamwork is the essential concept here. By creating a network of willing people, work holds more meaning.

4. Embracing democracy. This is the best political approach that humans have developed thus far. The majority vote ensures that people will work for the common goals and changes placed before them and agreed to.

These concepts put together create a dynamic work force full of workers that are enthusiastic about making changes to improve the process. This is a natural six-sigma approach. It creates the type of organizational environment people want to work in today.

The author's in our textbook tell us that the main reasons people resist change within an organization, are things like fear of the unknown and lack of information and security (Schermerhorn, et al, 000). By changing from the change management paradigm to the engagement paradigm, we eliminate the blockages to organizational change and higher level of achievement

Article Two

With variety being the spice of life, you would think that organizational behavior would be at its peak performance. Instead, we find that stability is the key to organizational change. The workforce today is pursuing change in how work is organized, how it is managed, and in who is carrying it out (Leana, 000). The studies in this article point to how stability and consistency in managerial behavior create a conducive environment for employees to take risks in their own work related decisions. This leads to an elevated level of output. In short, this type of managerial behavior leads to trust from the subordinates. This trust motivates change within the organization. The authors of our textbook, Organizational Behavior, (Schermerhorn, Hunt, and Osborn, 00) believe much the same. More and more Generation X workers are entering the workforce. They are demanding empowerment, flexibility, and challenges from the leadership of their organizations (Schermerhorn, ET al, 00). This produces a unique position for management to deal with. Education, participation, and facilitation help to alleviate hesitation for change within the workforce in many instances. (Schermerhorn, ET al, 00) Ensured that their concerns are being addressed in an educated and empowering method, people develop a level of trust with their management, and change is facilitated.

Conclusion

In conclusion, facilitating change in the organizational culture and the way we conduct business is essential in the business world today. Workers are demanding more out of their jobs. They want more challenge, greater flexibility, and more authority in what happens with their work environment. The work force is demanding changes and stability. If handled properly, as indicated in the two above referenced articles, positive change, was brought about by stable, nurturing, and consistent management, brought about a win-win situation for both employee and employer. It is how business becomes even more fruitful and gains the competitive edge on the competition.

References

Axelrod, R. (001, Spring). Terms of Engagement Changing the Way We Change Organizations. The Journal for Quality and Participation, -8. Retrieved September 5, 00 from ProQuest Direct Database (ProQuest Multiple Databases) on the World Wide Web http//gateway.proquest.com/openurl?ctx_ver=z.88-00&res_id=xripqd&rft_val_fmt=orifmtkevmtxjournal&genre=article&rft_i

Leana, C., & Barry, B. (000, Oct). Stability and Change as Simultaneous Experiences in Organizational Life. Academy of Management. The Academy of Management Review, 75-760. Retrieved September 5, 00 from ProQuest Direct Database (ProQuest Multiple Databases) on the World Wide Web http//gateway.proquest.com/openurl?ctx_ver=z.88-00&res_id=xripqd&rft_val_fmt=orifmtkevmtxjournal&genre=article&rft_i

Schermerhorn, J., Hunt, J., and Osborn, R. (00). Organizational Behavior. USA Wiley

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