Psychology

The value of implementing change is an essential aspect within organizations that creates adherence and adaptability towards current trends within the environment. These inputs are used as tools in regaining new directions and providing better and effective ways to address the problems surrounding organizations. Seeing this, the value of change management remains to be an essential process shaping organizations towards ensuring adaptability, accountability, and a firm grasp of the need to apply new models and patterns.

My participation in a non-profit organization has indeed opened up new ideas towards the relevance of change management within institutions. Since our primary goal has been to provide security and safety to children who have been abused or neglected, the essence and dynamics of changes reflect on the available strategies that our leaders provide to consolidate these goals. It is by constantly recognizing new patterns for application that organizations can carry out its associated objectives effectively (Solutions 4 Training, 2008).

Reflecting on my organizations effectiveness, I deem that the processes that it follows remain congruent to its prescribed goals and objectives. It has a particular framework wherein each process is thoroughly described and elaborated. Likewise, each position has particular expectations and responsibilities that need to be carried out accordingly. Having this kind of setup ensures that the workflow isnt hampered and creates a suitable interaction between divisions.

On the other hand, I feel the need to create improvement in the way communication is imparted towards divisions and the way conflict resolutions are handled by the management. In essence, communication remains to be an essential tool in communication and serve to shape relevant processes associated with creation of plans and development of new strategies that the organization can do (Mohrman, 2001). At the same time, the use of conflict resolution is also vital because it provides the ability to establish a conducive working environment wherein opposing parties can interact and showcase their differences in a productive manner.

Seeing this, careful examination must be established between formal and informal communication patterns within the organization. Identifying these trends can then provide management with the ability to synthesize and locate patterns of miscommunication apparent between the two. For the part of conflict resolution, there must be sufficient strategies that promote and determine appropriate rules of conduct among employees. This can then serve as basis for making judgments and decisions over issues that cannot be resolved by simple mediation strategies.