Organizational Development : An Effective Leader

The moral philosophy and ethical principles that characterize my ethical decisions are based on the honesty and respect, where I believe that people should be honest toward each other’s, and respect others as they would like to be respected. As a future leader I don’t believe in favoritism, for which I could see favoritism at my workplace, and I believe it’s ethically wrong. I believe that each person should do the right things at all the time, and not to finding the excuses about the mistake they make. Each person should be accountable for their

Implementing change in an organization is complicated. It is important that a manager understands their role and responsibilities for which could very well be the success or failure of an organization. A manager should know how to handle staff resistance, and the areas that require change. There are processes that help management with assisting their staff members with adjusting to change and concentrate on the areas of importance. This process includes planning, assessment, implementation, and evaluation. The difference between a failed organization and a successful manager is when the manager has the ability to implement change with little disruption to

“Rely upon the golden rule.How we consider others reflects upon each of us, both personally and as a professional organization. Treat people as they should be treated.”

Managers need to determine the best method of communicating the changes to the employees that are directly affected. This material presented in last weeks class and in the course material helped us understand how important communication is when implementing changes in a work environment. The course book identified four main approaches to managing change in an organization. Lewins’ Three-Step Model argued that successful change in an organization follows three steps: Unfreezing the status quo, movement to a desired end state, and refreezing the new change to make it permanent. (Robbins & Judge, 2011). This approach requires manages to evaluate the need for change and implement a plan of action to help the organization manage changes effectively.

The purpose of this paper is to reflect on my thoughts on how I can utilize certain methods that will help shape the vision of the organization. I will explain how ethics play a role in leadership and decision making. This week I encountered multiple dilemmas which affected my actions at work, home, and school; in this paper I will exploit those dilemmas and how they are considered weakness that I incorporated in my IDP. Using last week 's assignment to start an IDP, I came up with certain actions (part 3) to take to further advance myself as a leader. The reasoning behind these actions will show how proper ethical actions define a leader, and the influence it holds with the organization’s culture.

Dignity and Respect: It is the Golden Rule! More than just words, treating others with dignity and respect are moral imperatives and the foundation of being a servant leader. By demonstrating the ability to see another’s point of view, and valuing their interests in an empathetic manner, we create a culture of inclusivity.

In conclusion, all the four assessments showed my leadership qualities and areas need to be enriched. Student leadership inventory showed the three areas I need to focus which are 'Inspire a Shared Vision, challenge the Process, and Encourage the Heart'. Success in enterprise and in life has been, is now, and will continue to be a function of how well people work and engage with each other. Success in leadership depends on our capacity to build and sustain collaborative human relationships.

The five principles of ethical leadership are to respect subordinates, have a since of community within the organization, have a sense of service to help others, justice which is done by being fair to others and making sure employees act according to policy, and be honest with employees about tasks and current situations (Northouse, 2013). Ethics serves as a guideline to follow in accordance to what is good and bad as it appears in society. Respect is about being compassionate, having a concern for other people’s feelings, and living by a moral code of conduct. If I had to identify my role as a leader I would say I believe in being respectful to my co-workers and making sure I am honest and fair with the people I work with. A leader has to

The purpose of this paper is to explore my personal thoughts on what rules I live by in both my personal and professional life. Additionally, I will be given a corporate example of conflict and give a proposal on how to handle that conflict according to the rules given by Carl Sagan. Are the rules we live by the rules we live by utilized in our professional life? It is important to know that each person has their own set of beliefs and to understand where these beliefs and behaviors come from. Through careful thought and consideration I will stick to the golden rule, but explore situations where the golden rule may be easy to leave behind.

Change is a double-edged sword (Fullan, 2001). Change is a word that might inspire or put fear into people. Leadership is challenging when it comes to dealing with change and how individuals react within the organization to the change. Marzano, McNulty, and Waters (2005) discuss two orders of change in their book School Leadership that Works; first and second. Fullan (2001) also adds to the discussion in his book Leading in a Culture of Change, with regard to understanding change. In Change Leadership, Keagan and Wagner (2006) discuss many factors of change and the systematic approach to change. Change affects people in different ways. Leaders need to be able to respond to the individuals throughout the change process.

These implications can result in both positive and negative effects within an organization depending on the way change is handled in an organization. Becker et al, also state that the most common question employees will have, when it comes to change, will be, "How does this affect me?" (Workplace Change: Managing Workplace Change, 1997). In order for employees to feel as if management has considered the implications of organizational change on employees, leaders and managers should avoid the following common mistakes when managing workplace change:

Change is evident and every leader should continuously be thinking of ideas of how to make sure that each member of the team embellishes the idea of any alterations in the process. The process of change can frequently come from an individual looking outside of the organization at

Organization development grew out of the human relations traditions of the 1940s and 1950s, and it has had enormous influence on management practices and thinking about how organizational effectiveness can be achieved. Critical manpower and resource shortages faced by all organizations, public and private, during World War II and in the immediate post-war years stimulated a search by social scientist and managers, separately and in cooperation with one another, for effective means to maximize the utilization of existing individual and organizational resources. (Ritcher, I 2007). Organization Development was by tradition about planned change efforts, instituted to enhance organization effectiveness within the context of the traditional, hierarchical, management-as-experts, top-down era. The legacy of leaders and organizations developed in this context remain. Organizational Development is about how organizations and people function and how to get them to function better. Organization transformation signals the need to transform mindsets, engage people and make the deep shift to the ongoing mutual learning environment needed for the long-lasting change characteristic of our world today.

Managing people through change training courses equips leaders and managers with the essential skills to seamlessly implement change within their organizations.

In reflection of this week reading I will address the issues found in my organization development (OD) setting. I will relate the issues of the OD to chapter five Fullan (2011), which holds key Insights to help future leaders become more confident than the situation warrants, but humbler than they look. Therefore, Fullan’s (2011) suggest, “We as a change leader, must use our brain, cultivate a growth mindset in ourselves, be indispensable in the right way and maintain a prominent level of confidence”.