Change has becomeso practical in the corporate realm of today. Every industry is no longerlimited, innovations are so affluent on a bigger scale. Due to this demand forchange and innovation, associations are waiting in line for these transitionsto occur. Within a disarrayed and professional world, every association must beprepared for the ever-changing dynamics that may target their industry. Perhapsan association is unable to comply with the changes, they then create a stigmafor their organization which in return stunts their growth in their industrywhile becoming less competitive.The organizationcan potentially cross paths with values and goals creating conflict and that isan ethical dilemma that must be dealt with.
There comes a time when the coreincentive behind values and goals becomes obsolete. As a training manager youshould always make sure that the President of the organization is on board withthe changes, therefore it is imperative that your objectives correlates withhow the President expects the results to be executed. If there is no agreeance,potential problems will arise.
Corporate social responsibility relates to theethical guidelines proposed in perspective of the current ethical dilemma ofreducing the team size. It is the obligation of training manager, who is hiredto facilitate as an OD practitioner to dilute the image and idea that goalsestablished by corporations are solely made with unyielding power to get oneover on society and its workforce, in this situation being the mid-levelmanagers.The necessaryretort to the President should address the conflicts by proliferatedcommunication and educational methods.
The stages that Lewin incorporatedwithin his change model is justified through the knowledge of behavioralscience, and as a training manager or OD practitioner, it is necessary tomaintain your emotional intelligence of the dilemma by becoming capable ofhandle all situations no matter the pressures or demands in an ethically andsocially responsible manner. When an ODpractitioner is capable of applying their knowledge of behavioral science, itwill be evident when the leader of an association wants authentic positiveinfluence for the association as a whole.According to thethree stages of Lewin’s model, the training manager should advise the Presidentto take the group of mid-level managers from their current state and recreate anew corporate socially responsible atmosphere within the establishment of theassigned three-day program.
An OD practitioner would let the three-day programmirror a stage each day, it would be suggested to have the first day addressthe change that is made by unfreezing and breaking down the current status inorder to flow with the new change. The second day should aim towards clarity ofwhat is new and what direction will be taken, and lastly the third day willrefreeze and internalize all of the changes. The vision KurtLewin has included simpler change through his three-step system forcomprehending effective authoritative change and keeping the operations of anassociation steady. “Often there are conflicting goals in the organization, toincrease resources to accomplish the change yet concurrently cut costs toremain viable, while organization-wide change often goes against the veryvalues held dear by members in the organization, that is, the change may goagainst how members believe things should be done.”