Learning Organization Essay

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.....gather and use in planning a change initiative? Why? How can the data gathered most effectively be harnessed to support the timing of change initiatives? Explain. Which of the models of change and intervention is most effective at balancing interests, ideas, and other relevant data when implementing change? Why?

Dealing with and managing rapid change in technology, are norms for organizations in the modern world. They also have to confront communication dynamics among stakeholders, customers, and challenges in strategic capacities (Shah, Irani, & Sharif, 2016).

The team of researchers provided a lot of literature that showed a range of factors that illustrate the attitude, beliefs and intention of human beings; as a result of their unique life experiences. The development of human resource data base, however, by use of advanced IT could be of help in understanding such human behavior and attitudes in the period of change within organizations. A range of methods to collect employee information can be used before launching the change process (Shah, Irani, & Sharif, 2016).

There are many attempts to define Big Data in literature. However, it describes and determines massive and unstructured data sets that are complex to decipher and process. Yet it can increase the productivity and operations of a business entity. Therefore, although volume is an inherent characteristic of Big Data, other attributes suffice for companies that are driven by data. These include factors such as variety, velocity, veracity and variability.
The focus, in this age of industry, has moved to data analysis and fast decision-making guided by immense volumes of information. Big Data is a rich ingredient that can be used to drive change (Shah, Irani, & Sharif, 2016).

The 8-step change model developed by Kotter is one of the best ones found:

1. Creating a sense of urgency: develop a significant chance to excite employees to sign for their organization's change.

2. Develop a guiding coalition: constitute a group with the impetus to lead and marshal efforts in collaborative change.

3. Form initiatives and develop a strategic vision: This is important to steer the change process aimed at achieving the vision.

4. Obtain volunteer support: raise a large team with a zeal and inspiration for change.

5. Eliminate the change barriers. These include systems and structures that impede the fathomed change.

6. Unleash short-term victories: Track, produce and evaluate and hail volumes of both small and major achievements as you correlate to the results.

7. Make use of increased credibility to adjust and change systems, policies and structures that do not conform to the envisioned change. Encourage employees who can drive change by promoting them and giving them….....

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Mavin, S., Lee, L., & Robson, F. (2010). The evaluation of learning and development in the workplace. hefce.

Peacock, M., Carson, B., & Marquardt, M. (2016). Action Leadership and Learning Development. Advances in developing human resources, 318-333.

Quinn, D., Amer, Y., & Lonie, A. (2012). Leading change: Applying change management approaches to engage students in blended learning. Australasian Journal of Education technology, 16-29.

Shah, N., Irani, Z., & Sharif, A. (2016). Big data in an HR context: Exploring organizational change readiness, employee attitudes and behaviors. Journal of Business Research.

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