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Jan 9, 2024

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Proposal Jose Landaverde Southern New Hampshire University Jose Landaverde MGT-20137-XA131 Align Organizational Climate 21DA01

Proposal Jose Landaverde Proposal  Evaluates the current state of the climate The need to establish a positive climate is increasingly critical to employee satisfaction, morale, and productivity levels. The review of the organizational climate assessment summary has revealed that the overall climate has shifted from slightly from 73% prior to the restructuring to 74% during the restructuring indicating a positive climate overall. Human resources initiated its assessment with the intent on acting on the outcomes to focus on the workforce morale which is declining and deliver positive results with the reorganization. Prior to the restructuring 58% of respondents from Y Organization employees indicated that members are honest and trustworthy and now 55% indicating that teamwork is inadequate. However, the increase in leadership trust increased from an average of 75% to 80.5% indicating that leadership is being effective. While the employees show a decrease of morale in some areas such as recommending Y organization, feedback about performance, following through with commitments, and satisfaction with the job responsibilities. Other areas, the perception was more implied such as: new areas of learning, management / leadership does what is best for the organization, leadership is transparent about the changes, enough time for employees to complete their work indicating there is a better life work balance, and lastly the excitement about the future of Y organization.  Compares the organizational structures by identifying how each affects the organizational climate and supports the mission, vision, and values Change is hard and at times difficult, but in order to succeed and become innovative such as organization Y the implementation of flatarchy will substantially give the organization more flexibility, more independent for the workforce. Flatarchy consists of two types of organizational structures and the advantage of the flatarchy is to use the best of the two organizational structures. The hierarchical organization with its solid but at times slow process of validation makes an effective way of planning and developing collaboration with the employees and the leadership, However, it takes the structure quite robust, well documented, but it does lack innovation in some aspect, therefore it does align with organization Y where the workforce can find the time to complete its tasks in the allotted time given because there is rules and guidelines that are followed every time. This side of the flatarchy structure focuses on the employees and the basic goal with this structure is to allow the for distributed decision making while giving everyone the opportunity to work on what they do best. Jacob.Morgan. (2015). This is reflected by the 3% increase in the of the statement “I am encouraged to challenge the status quo” and in which has a positive the organizational climate. The flat flatarchy is an example of a “leaderless” way to drive production, results, sales, etc. without the need to be managed and the workforce is given autonomy because they are self-managed organizations that produce results. Therefore, in this flatarchy, both vision and values are affected positively because it gives them the tools to be innovative while simultaneously enforcing the values that support collaboration, promote learning and investment, built honesty and trust, communicate openly, and constantly challenge the status quo. While the Flatarchy structure help with autonomy by empowering their employees, management can easily lose control: Overall the structure is ideal for startups and small business where the number of employee is still manageable. The structure can pose a problem to the whole organization when the ration of employees to managers become out of proportion. The work relationships can struggle when

Proposal Jose Landaverde managers have too many people to manage every day, they may find it difficult to connect with their employees on a personal level, which is crucial to maintaining trust and accountability for the work and the organization as a whole. Editor in Chief. (2015). Also, in the effort of employee retention by allowing them to self-motivate and drive results by themselves, they can become demotivated by the Flatarchy structure. While it lessens the problems caused by unhealthy climate it makes it harder for ambitious worker to move up the ladder as there is very little room. This can easily erode motivation giving people no reason to take the extra mile in their work.  Recommends strategies to lead a healthy organizational climate during the transition A strategy that can be used in the Y organization transition is the use of Lewin’s three stage model of change to lead the team into a healthy organizational climate. It is described that individual behavior is a response to a proposed change is a function of group behavior. Interactions or force affecting the group structure also affects the behavior of the individuals and ability to adapt to the change. The model presented describes the status-quo as the present situation, but a change process or proposed change will then evolve into a future desired state. The three stages will be consistent of Unfreezing, Change process, and Refreezing where it is explains the movement of an organization from known state to the unknown or desired state due to uncertainty that may concern the people’s worth, coping abilities, and competency. Muhammad Raza. (2019). In addition to Lewin’s three stage model of change we can use the Nadler-Tushman congruence model where it views organizations as interacting components that exist in relative harmony or fit with one another. In the congruence model there are four components that play a main role such as individuals, tasks, formal process and informational process. The model does not put any restrictions on managers according to management consulting firm Oliver Wyman. Also, the model can help organization Y thinks through the impact of change management on organizational interactions and performance with social components of people and informal structures must fit as part of the congruence model. Chrirantan Basu. (n.d.). Furthermore, strategies that can be used to lead a healthy organizational climate is the use of Holacracy because it allows the team to be autonomous. In order to keep an organizational climate that supports the vision, values, and mission of Y organization we focus on the employees. As we know organization climate is a result of combination of elements that affect the way team members perceive the workplace from their own view. These can affect the motivation, delegation, authority, feedback, and attitudes. A strategy that can be used to keep a positive climate is to identify the current organizational climate by interviewing or completing surveys of the employees where we can identify which factors are making a positive contribution. By setting clear expectations of all team members functionality, set standards and goals by the leadership team in order to have realistic and challenging expectations for the team. Setting responsibilities so that team members can complete tasks with little to no supervision and allowing flexibility to procedures and policies can be a reasonable and necessary approach for employees to perform. In addition, rewards can also be proper incentives and praise for their performance and success, and this will inevitably commit the team larders to have a

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Proposal Jose Landaverde sense of pride when they see the success of the organization. In order to continue the positive organizational climate, awareness of organization Y needs to be raised to strengthen the workplace organizational climate including the values and vision. Indeed, Career Guide. (2021).  Justifies recommended strategies by explaining how they will support the organization’s mission, vision, and values and impact performance The Lewin’s three stage model of change is a simple yet effective framework to manage change in the organization and a way to support the organizations vision. The model gives way for employee involvement to increase member’s input into decisions that affect the performance of the organization and employee well-being. Y organization strives to become a global leader of innovation product design and can be explained by in four (power, information, knowledge, and skill, and rewards) elements which promote the worker or employee involvement. Employees participating in the decision to innovate will lead to high quality change and prevail over the resistance in implementing change which may contribute the innovations effective and suitable in any situation. Furthermore, the mission is to serve international clients with innovative products and outstanding customer service and the way Lewin’s model can support Y organization and its leadership in the transition process. Syed Talib Hussain. (2018). It has been identified the organizational as feature of organizational climate for strategic and operational level, no doubt comes about the importance of change in Y organization and its execution of the innovative ways it can deliver to its customers and clients. The employee's involvement will be more effective if employees are empowered in authority and responsibility (Mathieu, Gilson, & Rubby, 2006). Here in every step of Lewin, the role of leadership involves as change agent for behavioral integration in tasks and social dimensions. Syed Talib Hussain. (2018). The survey organizational climate assessment summary shows that interdisciplinary collaboration increased by 4% from a 72% prior to the restructuring to a 76% during the restructure. Small increase, nevertheless, a positive mark in the development of Holacracy structure where employees are delegated, and they are encouraged to challenge the status quo and leadership details what the expectations are, and employees follow and work with little to no supervision. Holacracy looks to do away with managing from the top-down and gives the employees and the teams more control over processes. As the employees work independently without the supervision of a manager is a way of carrying the values of Y organization because they strive for growth, integrity, communication interdisciplinary collaboration, and risk taking, all of which fall under Holacracy structure. The values are a representation of a system for managing an organization with no assigned roles and the employees have the flexibility to take on various tasks and move freely. Marshall Hargrave. (2019). Furthermore, the use of Holacracy also innovate the organization in a way that allows the employees to push the envelope of flat organizations with informal structures do not eliminate hierarchy, argues Compagne, they just make the hierarchy implicit. To support the mission of Y organization employees, need the flexibility of autonomy and once again Holacracy structure serves this purpose in order to serve international clients with innovative products and outstanding customer service. These goals make the employees create an environment in which each role has explicit and accountability, and within those limits, a lot of autonomy. It is an environment in which workers are self-organized, but not always self- directed. Overall, holacracy is a sustainable alternative to the traditional organization, or an interesting experiment which does not necessarily fit every case. HRReview. (2014).

Proposal Jose Landaverde  Describes the additional resources (including functional systems and key skills of employees) needed to maintain a healthy organizational climate during the transition A transition can be an opportunity to showcase skills, experiences, generate beneficial solutions, and navigate into a new organization. Some of the specific skills that will be needed to transition successfully and maintain a healthy organizational climate are soft skills, specific job skills/employability skills, independent skills, and self-determination skills. These skills will help the employees become as independent as possible as the organization is going for a more autonomous approach to leadership. Soft skills will show quality in the work completed, initiative, follow directions and offer great customer service. In today’s world we need to know the specific job skills such as computer skills healthcare skills, and technology skills to successfully complete work in a timely manner when required. In addition to these, another set of key skills that will be detrimental to the success of the employees and Y organization are skills for delf determination, interpersonal interaction skills, communication, and skills for adaptive behavior. When acting on the basis of these skills and attitudes, individuals have greater ability to take control of their lives and assume the role of successful adults in Y organization. Heather R. Huhman. (2013). In a transition period system of communication need to be established in order to maintain an open source of information from one employee to another. One reason for spreading business operations into functional areas is to allow each to operate within their area of expertise. The resources necessary for Y organization to function and have a healthy organizational climate are: Human resources, Management, Operations, Marketing, Finance, and Research and development. The Human Resources management is a central pillar of a lot of organizations. Human Resources departments are responsible for activities spanning a wide variety of core functions. Some activities HR will be responsible for are to identify and fulfill talent needs, terminating contracts when necessary and advising leadership on the appropriate steps to take when terminating employees, maintaining ethical practices in the workplace and aligning them with the mission, vision, and values of the organization. Management will be involved in the planning, organizing, controlling and leading the teams by setting long-term goals, organizing the operations of the business. Another resource will be the marketing where they will design products and services that meet the needs of all costumers. The marketing function will also promote goods and services, determining how the goods and services will be delivered and simultaneously maintain the organizations positive organizational climate. Lumen. (n.d.).

Proposal Jose Landaverde Jacob.Morgan. (2015). The 5 Types Of Organizational Structures: Part 5, Holacratic Organizations. https://www.forbes.com/sites/jacobmorgan/2015/07/20/the-5-types-of- organizational-structures-part-5-holacratic-organizations/?sh=816affe48a26 Indeed, Career Guide. (2021). 4 Ways To Improve Organizational Climate. https://www.indeed.com/career-advice/career-development/improve-organizational-climate Marshall Hargrave. (2019). Holacracy. https://www.investopedia.com/terms/h/holacracy.asp HRReview. (2014). Holacracy: pros and cons of a radical challenge to the traditional organization. https://www.hrreview.co.uk/hr-news/strategy-news/holacracy-pros-and- cons-of-a-radical-challenge-to-the-traditional-organisation/50404 Lumen. (n.d.). Functional areas of business. https://courses.lumenlearning.com/wm- introductiontobusiness/chapter/reading-functional-areas-of-business/ Editor in Chief. (2015). 11 Key Advantages and Disadvantages of a Flat Organizational Structure . https://connectusfund.org/11-key-advantages-and-disadvantages-of-a-flat-organizational- structure Muhammad Raza. (2019). Lewin’s 3 Stage Model of Change Explained. https://www.bmc.com/blogs/lewin-three-stage-model-change/ Chrirantan Basu. (n.d.). Pros and cons of the Congruence Model. https://smallbusiness.chron.com/pros-cons-congruence-model-36161.html Syed Talib Hussain. (2018). Kurt Lewin's change model: A critical review of the role of leadership and employee involvement in organizational change. https://www.sciencedirect.com/science/article/pii/S2444569X16300087 Heather R. Huhman. (2013). 8 Tips for a Smooth Transition into a New Job. https://www.businessinsider.com/8-tips-for-a-smooth-transition-into-a-new-job-2014-1 Dr. Beth Ann Smith. (n.d.). Teaching Transition skills to students. https://www.gadoe.org/Curriculum-Instruction-and-Assessment/Special-Education-Services/ Documents/IDEAS%202015%20Handouts/2015%20Handouts/Teaching%20Transition %20Skills%20to%20Students.pdf

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