A630.1.3.RB_Manglona, Matthew-Napu

 A630.1.3.RB_Manglona, Matthew-Napu_ Board of Directors

To reflect on the video’s message of Power and Vision my organization at one point in time was in this type of struggle of developing and moving forward. In the Army Guard in Guam there is a constant power struggle of moving things (i.e training, personnel actions, policies, and logistics) forward. Change to most is something that is not put on the table, yet, as we all know change is inevitable. Brown (2011) discussed that the “pace of change is so rapid that it is difficult to adjust or compensate for one change before another is necessary. (p.7) Instead of being adaptable to change as in the video showed not too many people especially leaders want to take a leap across the cliff toward change. Carver (2012) discussed that the importance of (change) increases because military organizations have to adapt to retain a high level of effectiveness in a dynamic environment. 

Although research expresses change on the civilian aspect of things, there is a need to focus on understanding change in the management of military organizations. (p.6)

My organization today with the move of key leader moves has been able to present that “no fear of change” concept. Those who were pessimist and pragmatist either retired or moved in a non-leadership role where organization decisions would not be effected. The Army itself has constantly changed throughout the years, but being from Guam it seems like we are 2 to 3 years behind. Brown (2011) discussed that there has to be a felt need for change, because if there is a need for change only then individuals will be influenced to adopt change. (p. 15)

When it came to change in my organization it started at baby steps, a particular example is adopting a new policy of females being in our infantry unit. A lot of us were skeptical, blind, and did not want it to happen period. Personal feelings aside, this change happened. We had to adapt to the change because at the end of the day it was not our decision however a vast majority (so I think) wanted this to happen. It probably was because it was a “history in the making” type of deal. My personal feelings were the pragmatist thought process. We have our own history in the infantry where we believed females will do nothing more than slow us down. Yet through power and vision I was able to take that leap and accept the fact females in the infantry are actually doing no harm in my unit. In a collaborative effort, this change will only make my organization better.

Organizational change toward the future is necessary because with the up and coming generation new ideas arise and has the potential of only making an organization grow and become more successful. Ballaro & Washington state “positive outcomes and process improvements are achievable with commonality of organizational norms, values, beliefs, and culture.” (p.13) In order for the future to look bright we all have to be on the same page and have common goals toward making our organization better for all who are apart of it.

References:

Ballaro, J. M., & Washington, E. R. (2016). The impact of organizational culture and perceived organizational support on successful use of electronic healthcare record (EHR). Organization Development Journal, 34(2), 11-29. Retrieved from http://search.proquest.com.ezproxy.libproxy.db.erau.edu/docview/1791020885?accountid=27203

Brown, D. R. (2011). An Experiential Approach to Organization Development (8th ed.). Saddle River, NJ: Prentice Hall.

Carver, T. A. (2012). The relationship between organizational culture and readiness to change in a U.S. army organization within japan (Order No. 3536042). Available from ProQuest Central; ProQuest Dissertations & Theses Global. (1287839041). Retrieved from http://search.proquest.com.ezproxy.libproxy.db.erau.edu/docview/1287839041?accountid=27203