I need three 90 word responses to my classmates posts listed below. Respond as i

GET HELP WITH YOUR ESSAY

If you need assistance with writing your essay, our professional Essay Writing Service is here to help!

ORDER THIS PAPER NOW

I need three 90 word responses to my classmates posts listed below. Respond as if you are a classmate writing another classmate. I need 1 source per response.
1. Richard
The DICE model score was seven with low risk; a different thing that could increase change success is to explain the assignments that will change more in detail. When reorganizing the command structure at veteran affairs, one medical center was going through a hiring hold for only essential hires. So, employees did not have any ides workload increase amount, was told minor but no data to back it up. Generally, when commands are reorganizing, there are meet and greet with new supervisors, explain new intent and vision, or talk about any new changes to motivate engagement. However, a more focused DICE framework and not worrying about motivating people, because the fight of 70% failure rate is already looming ahead, keep the four factors that influence change at the forefront (Cawsey et al.,2019).
See the source image
See the source image
Reference
(Cawsey et al.,2019). Organization Change: An Action-Oriented Toolkit (4th ed.). Los Angeles, CA: Sage Publication. (Original work published 2007)
Dice Hard Change Factors. (, 2020). [Graph]. https://www.bing.com/images/search?q=Hard+Side+of+Dice+Model+Change&form=IDINTS&first=1&tsc=ImageHoverTitle&scenario=ImageHoverTitle
Harvard Business School. (, 2006). [Graph]. https://www.bing.com/images/search?view=detailV2&ccid=GdSVjuWi&id=BDA707F608466940DAC47123B3000DC35E64D78C&thid=OIP.GdSVjuWiIQhg31YVeP44jQHaEH&mediaurl=http%3a%2f%2fhbr.org%2fresources%2fimages%2farticle_assets%2fhbr%2f0510%2fR0510G_A.gif&exph=217&expw=390&q=Hard+Side+of+Dice+Model+Change&simid=608001158601838124&ck=50DD9CDCBFE40A4EAE50BE9EE85C37CE&selectedIndex=4&FORM=IRPRST&ajaxhist=0
2. Jared
I measured mine through the Exercise in 10.5 Risk Exposure Calculator. I came in with a score of 20, which is the high end of being in the safe zone (Deszca et al., 2019). I was a bit surprised as my line of work assumes a lot of risk. The change initiative that I am working through though is a restructure of the Organizational Model within the Squadron. While there is a small amount of risk being taken, there seems to be a solid understanding of the roles each team will play in the change. Most of the change will not affect the day-to-day duties each person will be completing. There are some significant changes in the hierarchy and who will report to whom, but the jobs are the same. We have added a few positions and created a new technology branch. This office really has not met its full intent yet. This area will be our biggest challenge and inherits the most risk.
My plan is to lean on other organization within our enterprise to gather their plans and procedures. I think by leaning on their experience it will give us a solid foundation. I am a little hesitant just to duplicate other’s efforts as the system we want to establish will need to be different based on our location and the environment we face. The risk here will be giving the team just enough information to build on and still allow the benefit of free thought. When teams have the freedom to make decisions and explore creative options, it raises the ceiling on their potential. Being too directive can shut down the creative mindset and hinder progress (Primus & Jiang, 2019).
For instance, we are looking for new ways to stop drones from flying inside of no-fly zones. We have technology that helps, but it is young technology. When a company comes up with something new our enterprise jumps right on it without a lot of research to measure its effectiveness. We know there are other methods available, but we tend to get so singularly focused we fail to keep searching for better options. If we focus our efforts only on the technology we know, we may miss more efficient ways to counter the threats that drones are creating.
v/r
Jared
References
Deszca, G., Ingols, C. A., & Cawsey, T. F. (2019). Organizational Change: An Action-Oriented Toolkit (4th ed.). SAGE Publications, Inc.
Primus, D. J., & Jiang, C. X. (2019). Crafting better team climate: the benefits of using creative methods during team initiation. International Journal of Technology Management, 79(3/4), 299. https://doi.org/10.1504/ijtm.2019.099606
3. Rebecaa
After taking the assessment, I showed my change to be in the cautionary zone. Only by roughly two points so I am feeling good about it. I did however notice a couple of areas where I could reduce risk and the score. According to the text, “in the early stages, change leaders need to have systems that will identify who to talk to and who will tell them what they need to hear, not what they want to hear” (Deszca, Ingols, & Cawsey, 2019, p. 384) and I think this is important for the leadership team when implementing change. I scored the organization a 10 in the change culture category and I think this is where we can make the most changes. Risk taking is, for a lack of better words, risky in healthcare. Sometimes in this organization when employees take risks, they are rewarded, so they want to take more, even at the risk of ethics. “People are more likely to engage in moral hypocrisy when there is a high cost for behaving ethically, when they can disguise their actions, when they are in a powerful position, and when they can easily justify their inconsistent behavior by claiming that they are acting out of self-defense or are serving the greater good” (Johnson, 2018, p. 71). I think sometimes when the employees are risk taking, they are looking at it like serving the greater good when it is really only themselves, they are trying to serve. It can get pretty selfish amongst employees sometimes. There is a lot of potential though for the organization to make better choices and see this change through.
References
Deszca, G., Ingols, C., & Cawsey, T. F. (2019). Organizational change: An action-oriented toolkit. SAGE Publications.
Johnson, C. E. (2018). Organizational ethics: A practical approach. SAGE Publications.

ORDER THIS PAPER NOW