PA2 requires you to identify a current change in an organization with which you are familiar and evaluate a current public issue about which “something must be done. Sense-Making Approach to Organizational Change: Evaluating a Current Public Issue

QUESTION

PA2 requires you to identify a current change in an organization with which you are familiar and evaluate a current public issue about which “something must be done.” In relation to the change issue, think about what sense-making changes might need to be enacted and how you would go about doing this. Assess this in terms of the eight (8) elements of the sense-making framework suggested by Helms Mills and as set out in Table 9.7:

1. Identity construction
2. Social sense-making
3. Extracted cues
4. Ongoing sense-making
5. Retrospection
6. Plausibility
7. Enactment
8. Projection

• Which ones did you believe you might have the most/least control over and why?
• What implications does this have for adopting a sense-making approach to organizational change?

Prepare a minimum of four (4) pages document with your answers and thoughts in APA format.

*Please refer to the Grading Criteria for Professional Assignments on page 18 of the University Policies for specific guidelines and expectations.

ANSWER

Sense-Making Approach to Organizational Change: Evaluating a Current Public Issue

Introduction

Organizational change is a complex process that requires effective sense-making to navigate the challenges and uncertainties associated with change initiatives. In this essay, we will examine a current change in an organization and evaluate a public issue that necessitates action. Furthermore, we will explore how the eight elements of the sense-making framework can guide sense-making changes and discuss the implications of adopting a sense-making approach to organizational change.

Current Change in an Organization

[Provide a brief description of the specific change occurring in the organization you are familiar with.]

Evaluation of a Current Public Issue:
[Identify a relevant public issue that demands attention and action.]

Sense-Making Changes and the Eight Elements:

Identity Construction

Sense-making involves constructing a shared understanding of the organization’s identity in light of the change. This can be achieved through clear communication, aligning organizational values, and involving employees in the change process.

Social Sense-Making

Social interactions play a crucial role in sense-making. Encouraging dialogue, fostering collaboration, and creating forums for employees to share their perspectives can facilitate social sense-making and promote a collective understanding of the change.

Extracted Cues

Extracting relevant cues from the environment helps individuals make sense of the change. Gathering and analyzing data, market trends, customer feedback, and competitor analysis can provide valuable cues for understanding the change and its implications.

 Ongoing Sense-Making

Sense-making is an ongoing process that requires continuous monitoring and adjustment. Regular communication, feedback loops, and mechanisms for evaluating progress can support ongoing sense-making and allow for timely course corrections.

Retrospection

Reflecting on past experiences and learning from them is essential for sense-making. Encouraging individuals and teams to reflect on previous change initiatives, successes, and challenges can enhance learning and inform decision-making in the current change effort.

Plausibility

Making sense of change involves assessing the plausibility and coherence of the proposed changes. Providing rationale, evidence, and logical explanations can enhance the perceived plausibility of the change, facilitating acceptance and buy-in from stakeholders.

Enactment

Enactment involves translating sense-making into action. Creating opportunities for employees to participate in the change process, empowering them to take ownership, and aligning organizational systems and structures with the desired change can facilitate effective enactment.

Projection

Projection involves envisioning the future state and aligning actions accordingly. Clearly communicating the vision, setting goals, and establishing milestones can help individuals understand the direction of the change and motivate their efforts.

Control over the Elements

[Discuss which elements of the sense-making framework you believe you might have the most and least control over in the context of the chosen change. Justify your response based on your role, influence, and resources available.]

Implications of Adopting a Sense-Making Approach to Organizational Change

Adopting a sense-making approach to organizational change offers several benefits. It enhances employee engagement, promotes a shared understanding, and facilitates effective decision-making. By embracing sense-making elements, organizations can navigate complexity, mitigate resistance, and improve the overall success of change initiatives.

Conclusion

Incorporating a sense-making approach to organizational change enables organizations to effectively navigate change by constructing shared meanings, fostering collaboration, and aligning actions with the desired future state. Understanding and leveraging the eight elements of the sense-making framework provides a comprehensive roadmap for successful change implementation, ultimately leading to positive outcomes for the organization and its stakeholders.