4 peer responses – due in 4 hours

  
MGT

4 peer responses

JOHNNY’S POST:
How does employee empowerment aid in building partnerships between companies and their customers?  
From my personal experience when I feel empowered and entrusted from my leadership than I am usually in a better mood. The employee’s feel that they are valued and important to the organization. Therefore, they are more likely to work harder and take pride in what they do. This empowerment will most likely translate into building better relationships with customers. If the customers are impressed with their reactions with the company’s employee’s than they will most likely want to come back to the business.  
Describe why the structure of an Agile Organization might meet the goal of empowerment and partnership. 
The structure of an Agile Organization as stated by the text, 2016, “An agile organization is one that can quickly react to changes in the market. This means that companies can and do successfully respond to new competitors, technologies, and shifts in the market” (Ch 5.2, Para 1). An Agile Organization is one that rapidly changes and continues to innovate. For this to happen all employee’s must be empowered otherwise they will try and resist change. If the employees are empowered, they will respond to change better.  
Provide an example from your experience as an employee or customer. 
I can say that as a customer of USAA an auto issuance/banking company. I feel like they always innovate and remain agile. I have always had a great experience with them, and it appears that their employers remain empowered to help us make decisions. As a customer who has had great experiences with their employers, I would never take my business elsewhere.  
Reference:  
Weiss, J. W. (2016). Organizational change (2nd ed.). Retrieved from
https://content.ashford.edu/ 

NORMA’S POST:
How does employee empowerment aid in building partnerships between companies and their customers? 
As stated in the text empowerment a shift in expectations by which employees are given more autonomy in decision making and increased responsibility (Weiss, 2016).  In my experience like today I feel empowered, because when I have a positive attitude, and making myself available.  The employees tend to follow their leaders.  For example, I’ve been in the classroom observing the teachers.  And I met with each of them about the observation that they did well, and at the end I gave them a certificate.  Just giving them the certificate made a big difference, and their work performance was better.  I gave each staff a choice of what goal they wanted to work on.    In which each staff goal was different.  Then we met as group to discuss what change from last week to today?  It also made a big difference in their classroom with the children behavior.
Describe why the structure of an Agile Organization might meet the goal of empowerment and partnership.
As stated in the text agile organization is one that can quickly react to changes in the market.  That means that companies can and do successfully respond to new competitors, technologies, and shifts in the market (Weiss, 2016 5.2 para1).  When employees change and are involved, they can make difference. 
Provide an example from your experience as an employee or customer
I can honestly say that parents notice change in the classroom, when their child goes home and talk about the new activities they did.  And the parents come in and will discuss with me what the child says.  It also made the parents feel good that their child is learning.
Refence:
Weiss, J. W. (2016). Organizational change (2nd ed.). Retrieved from
https://content.ashford.edu/ 

BRYAN’S POST:
Good evening Class, 
Evaluate the four traits of organizational learning.
Organizational learning can be defined in four traits; constant readiness, continuous planning, improvised implementation, and action learning. Constant readiness can be described as a company is always or constantly ready to be able to adapt to any changes that may be implemented in the company. Continuous planning comes from the management or leadership from within the company ensuring that the plan is executed in the correct manner so that nothing so the plan can flow smoothly. Improvised implementation is when all of the members come together to work as a team to accomplish the plan or the mission. The last trait is action learning and can be described as learning through failures and attempts. Trying or implementing new ideas and plans will let a company know what works and what doesn’t work for them.
Provide examples of how learning and change can impact one another.
Learning and change work together because organizations can learn from change. When new changes are needed and implemented you are able to learn from how things were done in the past (positive and negative) and observe and take notes on how the new change is working. Sometimes changes work out for the best and sometimes they do not. Leaders must be somewhat flexible and willing to try new things so that an organization can improve in areas and keep up with competitors. Learning and change both have major influences on one another and can be seen in the four traits discussed earlier (Weis, 2016).
Bryan
Reference:
Weiss, J. W. (2016). Organizational change (2nd ed.). Retrieved from https://content.ashford.edu/

JEAN’S POST:
“Learning organizations can be defined according to four traits: constant readiness, continuous
planning, improvised implementation, and action learning” (Rowden, 2009).  Learning is the key to success in all aspects of our lives, this applies to organizations as well, as organizations act as a unit in constant competition for customers.  This constant competition drives companies willing to risk and apply learned lessons first to succeed, while others are to stiff to move anywhere, with bloated organizations and very little space for maneuver, Empowerment is a big piece of this as well.   When we look at the four trait we can see that all of them are geared towards flexibility, flexibility that allows companies to quickly react to markets, societal trends, new markets, etc..  The bottom line is that in order to make relevant change it has  to come from an experience or lesson learned, not out of thin air.  In discussion 1 we spoke about empowerment, and I feel as this discussion is connected to empowerment because in order for an organization to be flexible it has to empower at least the mid to low management levels, to hear ideas and act upon necessary changes, this is the only way changes work properly, with the right information.
Jean Diaz
REFERENCES
Weiss, J. W. (2016). Organizational change (2nd ed.). Retrieved from https://content.ashford.edu/

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