Organizational Transformation Q&A Essay Example | Topics and Well Written Essays - 750 words

Organizational Transformation Q&A - Essay Example â€Å"The human capability for creative thinking, creative behaviour, and innovation is a major source of organizational change† (Levy and Merry, 1986, p.221). This reinforces that the people are integral to the development of any organization. This is an on-going process that requires the participation of the members of the organization for its efficiency and must be for the common benefit of all. These innovations are illustrative that the organization places individual growth as a part of its policy. Leadership is an important characteristic which guides the direction of the organization and is oftentimes the make or break catalyst which could either propel success, keep the status quo or lead to its demise. Many great leaders have become the cornerstone of their organization and have often been simultaneously the face which identifies the company. The leader is the one who is in the forefront of creating, managing and sustaining innovation. In the same light, he fosters th e kind of culture that is adopted by each member of the organization. Adair outlines the duty of a good leader which is necessary in implementing innovation, â€Å"It is your job as a leader at any level in the organization to facilitate desirable change and to encourage that attitude throughout the management team† (2007, p.17). ... Even ethical standards may at times differ in such a way that what is acceptable to one may be utterly deplorable to another. But this also is imperative in the continuing growth of an organization because it is important to stimulate creativity and hard work, and this could only be positively done through a reward system. The individual reward system gives the best sense of fulfilment to an employee and this may not be dispensed with. Schein proposes a logical ascertainment of this system, â€Å"Every group must develop a system of sanctions for obeying or disobeying its norms and rules. There must evolve some consensus on what symbolically and actually is defined as a reward or punishment and on the manner in which it is to be administered† (2010, p.107). This responds to the ethical implications that will necessarily exhibit because of the reward system. By creating clear-cut rules supported by an innovative and unyielding leader, the conflicts will be mitigated or at the v ery least they will be amenable to such rules. I will describe my organization as innovative because it incorporates the necessary tools that would define one to be adoptive to change and open to creativity. Admittedly, there are times when people may be butting heads and there are those who are not wholeheartedly supportive of the decisions and the policies of the management but I deem these to be necessary to the growth of the organization. Not everyone can be in good terms all the time because the company is essentially composed of people with different backgrounds and education that differences are inevitable. The policies of the company promote individual rewards which can be immensely gratifying not only on a