LSI (structuring and adaptable methods)

by Jennifer Yu

continuation from the LSI blog from the recent posts. Both are considered as one post.

LSI
Structuring methods

• is basically redesigning the organization.
• relocate decisions in the organization.
• redefine working relationships among members in creating a new organizational structure.

Adaptable methods

• address a variety of situations
• uses for these methods vary including planning, and other.

What is common with other methods:

• focus on futures, possibilities
• systemic view than segmented view
  
• increase an understanding on the whole picture.
  

Reflection:
i have learned that we can choose to whether plan something for our organization or make another structure. This is very convenient for all of us because we already have the systems, methods and all. All we need to do is decide and choose on them.

Reference:

Lectures in class

OCHANGE: Learnings and All

Working through this course, I have learned that there are so many ways in handling organizational changes within a working environment. May it be in a large group of people or in a very small one. It helped me a lot in understanding different kinds of styles handling or solving organizational dilemmas where a lot of solutions are involved. All in all, I can say that this course helped a lot of us in different kind of ways. All the information was a big help for it is applicable and a big help for all us when we are already in the corporate world.

On the other hand, I could have expected more interactions among the class like applications and examples on how we do this and that, in order for us to really be engage on what we are learning from all the presentations and all.

But to sum everything up, this course together with the professor and the entire class, it really was an interesting and a very insightful learning experience.

-RACHELLE TENGCO

Learnings

Jon Pe

During the term I have learned a lot from Ochange. Before I used to think that all organizations have similar ways of dealing with things and not all reconstruct. I already know that organizations have different ways of handling organizational problem in theory. but now after ochange it came to my understanding that organizations in reality do have different ways and that they apply such theories in running their org.

I would have liked to have more group works than group reports, because that way everyone would participate and learn at the same time.

New found learnings

I have gained a better understanding of how pivotal a role organizational development is in the organization's success. It's like psychology, but in an organizational paradigm. I love analyzing people's behaviour, so learning ways of how to contribute to the growth of potential powerhouse companies/corporations are quite fascinating to deal with. Not only does it involve having to learn a certain way of knowing the politics of an organization's tricks and trade, but also it sheds light in how companies can become successful courtesy of pseudo socioeconomic factors that will come into play in organizational development.

I want the workshops to be implemented in class activities, so we get to experience first hand what it feels like to interact in the context of what we're actually studying.

-Queenie

Best learnings

My best learnings would be knowing how to take care and deal with situations and problems inside and outside the organizations. Being able to understand how the system really works together with its process. The system would gather information for input then the transformation happens. Although there are many processes, systems, plannings and all we have to do is to choose the right one to suit the organization.

Maybe I would want more of reports, it would help us understand the concept fully through research but we would definitely need our professor to still discuss the concept for the other students to understand what we have searched for. I would want what we've have to stay as is, I wouldn't want to have anything less of only more on projects with applications and examples like us making decisions for the cases given to us.

Overall I can say that our Ochange class was great, it's hard because of all the concepts but the good thing is we've learned a lot. Thanks to our professor for a fruitful class.

-Jennifer Yu

Learning Organizations

by Jennifer Yu

Learning organizations by Peter Senge

"Organizational learning involves individual learning, and those who make the shift from traditional organization thinking to learning organizations develop the ability to think critically and creatively. These skills transfer nicely to the values and assumptions inherent in Organization Development (OD). " (Larsen, McInerne, Nyquist, Santos, & Silsbee, N.D.)

One of his other works is "The Fifth Discipline"

Five Basic Ingredients: (Larsen, McInerne, Nyquist, Santos, & Silsbee, N.D.)

1. Systems thinking: he considered the systems as a living entity. In relation to that is to help the managers figure out the repetitive patterns that leads to recurrent, which is termed as "systems archetype".

2. Personal mastery: it is developing skills and spiritual growth in the learning organization.
"In Senge's own words a learning organisation is "a group of people who are continually con·tin·u·al
adj.
1. Recurring regularly or frequently: the continual need to pay the mortgage.

2.
..... Click the link for more information. enhancing their capability to create their future" by "changing individuals so that they produce results they care about, accomplish things that are important to them.""

3. Mental models: "This discipline requires managers to construct mental models for the driving forces behind the organisation's values and principles."

4. Shared vision: "He claims that shared vision occurs when the vision is no longer seen by the team members as separate from the self."

5. Team learning: "effective team learning involves alternating processes for dialogue and discussion. Dialogue is exploratory and widens possibilities, whereas discussion narrows down the options to find the best alternatives for future decisions."

Reflection:
Based on my understanding, a learning organization is about an organization itself speaking to its member about what needs to be done and what's not needed. About letting the people in the organization know his/her own skills to help the organizational members work at its best. Thus, it is said to be like a utopia since it wants to be perfect.


Source: Larsen, K., McInerne, C., Nyquist, C., Santos, A., Silsbee, D. (N.D.). Learning Organizations. Internet. Retrieved August, 25, 2010 from, http://leeds-faculty.colorado.edu/larsenk/learnorg/index.html#_Toc356579313

PREFERRED FUTURE

-Rachelle Tengco-

PREFERRED FUTURING by Ronald Lippitt and Ed Lindaman

Preferred Futuring is one key for leaders and managers to involve everyone in the system more extensively in focusing the whole team in strategic direction, planning to action, and in improving the development of every breakthrough solutions. It is also a way to rally every action for planned change where its purpose is to align the created strategic direction of a company to its specific future of success. Furthermore, it’s for developing an actual plan for the project team which should be supported by members.

This process usually consists of all the participants in the organizational teams and its total number of participants may range from five hundred to a thousand wherein the CEO should firstly be engage. Furthermore, twenty stakeholders plus one or two facilitators are also included in the preparation phase of this process. After the preparation process, Preferred Futuring happens for two or three days. Every step in the process is said to take for about forty to forty five minutes.

8 Steps of Preferred Futuring

1. History

2. Current State

3. Core Values and Beliefs

4. Events, Trends, and Developments

5. Preferred Future Vision

6. Action Goals

7. Plan and Rehearse

8. Implement and Follow Up

The condition for success in this kind of process is that the data for this process of change should be collected and analyzed so that it can be validated and make corrections if necessary. Furthermore, there should be an ongoing support function plus monitoring for this process must continue.

In this process, there are times when you can use Preferred Futuring and when not to use it. So it is said that this can be used for incorporating priorities, strategic planning processes, developing work design that would suit the stakeholders needs, and for setting up the priorities of the system. On the other hand, it is said that it can’t be used when members of the organization does not want to let go of some of the existing values and that they would rather await what could happen given what the current situation is.

REFLECTION:

I think this process is an effective planning and visioning process for it creates direction to align to a particular success in the future. Furthermore, it involves everyone in the organizational system which shows how the organization comes together for everybody’s success in their working environment and that it shows unity in their company.

reginaldkcarter.com/.../CREATING%20YOUR%20PREFERRED%20FUTURE.ppt

http://www.getcited.org/mbrz/11105

http://www.futurist.com/articles-archive/questions/becomingafuturist/

http://www.webjunction.org/c/document_library/get_file?folderld=441219&name=DLFE-11923.pdf