Action Plan
The theory of human motivation developed by Maslow (1943) and the associated hierarchy of needs can be of use in terms of facilitating both organizational change and conflict management. Maslow’s theory was that every individual has needs that have to be met before that person can become self-actualized. The basic ground floor of needs consists of food, shelter, and security. Next come the social needs: esteem, love and friendship. Finally, self-determination can be achieved once the individual no longer requires external inputs to be motivated. In other words, intrinsic and extrinsic motivations can help individuals climb the ladder up the needs hierarchy to achieve self-actualization—but those motivations must be tailored individualistically to accommodate individual workers, because every worker will be different (Gerhart & Fang, 2015).
With that in mind, the action plan to promote effective organizational change with an emphasis on conflict management policy for my organization has as its main goal the fostering of cohesiveness, communication, and dedication. Using the Kotter 8 Step change model, which is helpful in overcoming resistance and barriers to change (Hornstein, 2015), this action plan can be implemented effectively according to the following steps:
1) Create a sense of urgency
2) Create a guiding coalition
3) Create a vision for change
4) Communicate the vision
5) Remove obstacles
6) Create short-term wins
7) Consolidate improvements
8) Anchor the changes
The Kotter model is essentially an expansion of the Lewin change model, which Manchester et al. (2014) showed can be augmented through a collaborative approach to bring about the desired change. The Kotter model makes collaboration a necessary step in the process of organizational change—and since one of the goals of my change process is to enhance and increase communication, collaboration is and must be an important part of the process.
The first step is to create a sense of urgency within my company so as to make everyone aware of the need for the change. The goals should be specifically...
References
Cross, L. (2001). Managing change to manage results. Graphic Arts Monthly, 73(11), 49-51.
Gerhart, B., & Fang, M. (2015). Pay, intrinsic motivation, extrinsic motivation, performance, and creativity in the workplace: Revisiting long-held beliefs. Annual Review of Organizational Psychology and Organizational Behavior, 2, 489-521
Guchait, P., Lei, P., & Tews, M. J. (2016). Making Teamwork Work: Team Knowledge for Team Effectiveness. Journal of Psychology, 150(3), 300-317.
Hornstein, H. A. (2015). The integration of project management and organizational change management is now a necessity. International Journal of Project Management, 33(2), 291-298.
Manchester, J., Gray-Miceli, D. L., Metcalf, J. A., Paolini, C. A., Napier, A. H., Coogle, C. L., & Owens, M. G. (2014). Facilitating Lewin’s change model with collaborative evaluation in promoting evidence based practices of health professionals. Eval Program Planning, 47, 82-90.
Maslow, A. H. (1943). A theory of human motivation. Psychological Review, 50(4), 370.
Rahim, M. A., Antonio, D., & Psenicka, C. (2001). A Structural Equations Model of Leader Power, Subordinates’ Styles of Handling Conflict, and Job Performance. International Journal of Conflict Management, 12(3), 191.
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