There is a process for socialization in an organization and it all starts from learning the basics of an organization as a candidate of getting a position there. I can say that I can relate the initial selection process with the first phase of it.
Initial selection process is the process of deciding and selecting over the candidates for the most suitable person on the job. The selection process is looking over the participants’ basic qualifications and background checks before finding the most potential candidate among the participants. So, this process starts applicants passing or submitting their resumes and or application forms that contains basic info about them and the recommendation letter that would increase their chance to pass the first phase. After that, the Human Resource department would look closely to the background checking of each participants to narrow down the selection process. As much as possible, those with credible recommendations are given far greater chance than those that lack connection which is why the initial selection process also looks after who recommended the position for them or where they got the information about the job opening because it says a lot of who referred to them.
The next thing of the process is looking over the application forms of each participants and narrowing down the good predictor of their performance through past records, their trainings, most importantly, their degree that is needed for a certain task needed. We all know people who graduated and got a degree would most likely get a better position unlike those who did not. Lastly, HR would look over the letters of recommendation, some would give it biased opinion while others prefer to ignore it, depends on the HR. It has also become a standard to find out criminal records and offense of the participants with regards to their behaviour and I think this step is really important to filter out those who do not qualify in terms of possible problems with their characteristic which might destroy the organization’s reputation.
2. Why is training necessary? Defend your answer.
Based on the definition of training, it is the process of teaching, or developing in oneself or others, any skills and knowledge or fitness that relate to specific useful competencies. Just based on this, I can say that trainings are important in shaping the workforce towards better skills and unleashing their potential through teaching them with the things that they might not know about yet. I think trainings are key procedure to bringing the employees into unison with their synergy in the work environment because it is better if everyone participates actively with the task. Although trainings might cost the organization with professional fees and the venues and also time, it can also be rewarding to continue developing the skills of the assets of the company. It is never too late to learn something new and what more if it increases the effectiveness and efficiency of the backbone of the organization. In my opinion, there are more to trainings that listening all day once the people participating takes away valuable lessons and experiences from it.
3. Give an example of a (1) formal and (2) informal training.
I learned that formal training differs from informal training in a way that it has a structured set up and there is a planned place for it to take place and a hired professional or speaker or trainer to lead the event. Best example for this is the OJT or on the job training. this formal training starts by new employees being trained during either for college requirements or for trainings for the job they got. On the job training is formal because it is strictly followed by the employee to be credible for the position. On the other hand, informal training is a training set up without proper trainer or teacher to demo or show how things are done. Basically, informal training is between employees helping each other out. In a workplace, employees share sentiments and of course, knowledge about the job to help others out who lack knowledge so they can acquire something from their fellow colleagues without planning the place and time for it. It is spontaneous and casual.
4. Among the methods of Performance Evaluation, what do you think is the most
Among the methods of performance evaluation, I think the most effective is the critical incidents because it is a way for employees to be evaluate performances based on their efficiency and efficiency of doing their tasks so I think if the employers correctly perform critical incident evaluation, the employees can learn something and can correct their mistakes instead of shaming them for not doing the right thing to do. In my opinion an employee can inevitably make mistakes because no one is perfect so I think it is better if employers correct their employees by explaining to them what they did wrong or how they can do better with their job. Comparing the employees may not be the solution for ineffective workers because it can also affect their confidence or self-which can lead to a more ineffective performance. Is this a way of appreciating the people who work for you in a respectful manner.
1. Describe forces that act as stimulants to change.
In my opinion, change is inevitable. Change is constantly happening in all aspects of life and with all the things happening right now, the long days of quarantine, we are experiencing the new normal. The forces that act as stimulants to change includes technology social changes politics and social factors. These forces contribute the changes. Even our desires and the expectations we have stimulates our choice to make a change. I think technology is a powerful stimulant that drives change because there's many technological inventions and innovations that are in the possession of almost everyone. Social media are powerful force that drives people specially the younger ones to change themselves and conform to society. Social changes are driven by social factors. The people we meet, the culture, and experiences can lead to changes. Politics are also relevant these days because youths are starting to engage in political issues that matter. Political views can affect our behavior and decisions in life which may lead to shift in point of views. Lastly, the environment that we live in contribute to transformation and transition of some aspects of our life.
2. Describe the sources of resistance to change.
Individual sources of resistance towards a change exist in the basic human tenets or characteristics and are influenced by the differences in perception, personal background, needs or personality-related differences. It is important to understand those triggering factors or issues which refrain individuals from endorsing change or extending their support and cooperation towards any change initiatives at an organizational level.
We are all capable to resisting change based on our human nature and characteristic. This resistance is coming from our diverse perception, personal background, and personality. The thing that refrains us from cooperating or agreeing to the society is mostly personal reasons. We are all different individuals that have our own ways or habits that define our lifestyle. our habits influence the change and decisions that we want to do God gave us free choice to be able to do that and we can choose to agree and disagree based on the principles and values we have. Another reason for resistance to change is our fear of accepting the change that might happen, some prefer to have things the way it is normally done. Also, another source is our fear that in the process of change the result might not be the expected outcome. We might regret our decisions so might as well resist the change and Lastly, the fear of uncertainty is a powerful reason to not go out of the comfort zone and make a change. This fear of unknown future can lead us to fear the change and stay stagnant in a way.
3. Summarize Lewin's three-step change model.
Kurt Lewin's change model consist of three steps. These steps is all about understanding the process of change and it starts with the first step unfreezing. Unfreezing just like in frozen the movie is thawing or defrosting something frozen. This step means creating an awareness or acceptance that an organization may be hindering opportunities because of its structure or how things work in an organization. Basically, unfreezing is resisting to naturally accept whatever the organization is throwing at you. As an individual we have the ability to determine what benefits us and what does not so unfreezing is processing and examining whether an organization creates a healthy ambiance that helps us grow or if it corrupts us in some way. Change must happen once we realize the need for change for our own good.
Once we have an idea the change needs to happen and we already unfreeze ourselves then we can start to move and that is called Changing. Based on Kurt Lewin, change is a process of transitioning from one state to another and he called it movie which indicates implementation of change. during the step, we start to learn new ways of thinking and behaving that is critical to implement and be familiar with the change. this step is crucial because we are applying the changes in our life which will soon bring different outcomes which may not be what we expected.
The final stage in this change model is the refreezing step which symbolizes reinforcing, stabilizing, solidifying the new state after change. Basically this is the step when changes are made to the organization and people are accepting new norms and goals offered alongside the change that happened. This last step is important to make sure that we do not go back to our old ways This is an effort made to guarantee the change is not lost rather it is being solidly implemented and it will stay that way for the long run. The new state will bring new behavior, structure, process, and rewards that will benefit the people who applies the change.
4. Explain the relationship between Lewin's change model and Kotter’s plan for implementing change.
As I have summarized in the previous question, Lewin’s model is simple and has only 3 steps, on the other hand, Kotter’s model is more in depth, which works to its advantage in that it provides clear steps that can give guidance for the change process. It has 8 steps change model that we can conclude just by that that it has more detailed steps. However, it’s rigidity of method means that steps cannot be skipped, and furthermore the process can take quite some time to accomplish. Unlike Lewin, the steps only take 3 phases which are general and easily understood compared to Kotter’s.
The relationship between the two lies on its process of change. I learned that in Lewin’s model helps to visualize the strength of opposing forces that can influence your idea for change. Change is implemented by those who clearly wants something different and more advantageous. Both models teach the individuals on how to resist stagnant growth for a change that will bring better outcomes in the organization and these models guide us on the steps on how we can overcome that and go for the gold.
5. Describe potential sources of, and ways of managing, work stress.
Based on what I have searched on the Internet, I found out that the leading cause of stress is money. Financial problems really hit different because it makes everyone overthink and have anxiety with the uncertain future and possible problems that may arise, and money makes the world go round. Without money, it is hard to do something at ease because almost every movement requires money. Stress can also be caused by work, school, and family responsibilities which most of us experience. We cannot help but to overthink whatever is on our plate and whether we are doing well or not. Health problems can also be the reason. During this pandemic, this concern with health is prevalent and everyone feels the anxiety to feel well especially that being hospitalized is once again requires money.
The ways to manage stress is easier said than done. It is hard to be unproblematic about it because the reality slaps us that we can’t protect ourselves from stress because it is natural to feel stressed from time to time. In my own way of shielding myself from stress, what I do is either run away from it or face it head on and get it over with. Some triggers our stress for me is self-implicated. For example, overthinking small things bring stress to me when I could’ve avoided overthinking which is hard for me. I tend to eat up the stress and let it bother me until I realized I can control it by not focusing on the problem and focus on ‘unproblematic’ things that make me happy instead. In short, thinking happy thoughts can help relive stress. If I hope during hard times, pray and be faithful to God, it is possible to work out stress and turn it as a testimony of my faith.
6. Explain the values underlying most organizational development (OD) efforts.
An organization needs to be stepping up to keep up with the changes and innovations happening which means that an organization’s development efforts are necessary for a successful one. Development is defined as continuous process and it accommodates many changes that occur in science and technology, economic, market, political environment, education, knowledge, values, attitude and behavior of people, culture. I mentioned changes in the previous question and that explains why an organization needs to implement the changes which will benefit them instead of resisting. The organizational development efforts would support the organization’s journey to improving and developing their relationship, structure, and the members. An effective organizational development (OD) effort would mean that an organization can respond to changes so that it can face the challenges ahead. A good organization with effective OD efforts can most likely overcome changes in all aspects and can improve the well-being of its members.
Speechless dear 😍