A630.5.3.RB_ Manglona, Matthew-Napu_NASA Culture Change
Sean O’Keefe addressed the NASA
employees because he wanted to show the direction on where the agency is going.
He wanted the employees to understand the concept of why he wants to
organization to become and maintain its greatness. The organization just
recently went through a shuttle catastrophe and he wanted to ensure that the
challenges presented will be faced and addressed to only improve the
organization. Hasenoehrl (2009) stated that “Leaders must clearly articulate the strategy
for the company -- not for the analysts, but for the employees.”
For Sean O’Keefe
to give his address to the employees it presents an opportunity for the
employees to understand from “horse’s mouth” of what is going on and to show
the employees as a leader he cares. Brown (2011) discusses the data collection
in which it provides the basis for the organization to begin looking at its own
process. (p. 121) From the BST incorporation of the data collection provided
and given to the employees during the presentation only ensures a painted
picture for the employees to understand what is going on.
He was believable when giving his
speech to the employees of NASA. The reason why I say he was believable because
he was sincere, you can hear it in his voice, and he stated the truth to what
was going within the organization. He discussed main focal points of why NASA
is one of the greatest agencies in the world. He also discusses the points
where he puts himself at fault for why the agency has faltered in some areas.
He as a leader owned up to his mistakes and took ownership of those mistakes
which makes him believable.
Brown (2011) discusses that practitioner
has to decide what techniques are best suited for the organization and give way
to the data presented to the organization in the way it only makes the
organization better. (p. 127) He as the face of the agency it is important that
he is believable as Hasenoehrl (2009) stated “Clear and honest communication
will have an impact on trust in the leadership, and trust directly affects a
wider measure of sentiment, engagement.” For O’Keefe to be believable he has to
be trusted and with this presentation he captured that by opening up the floor
for the employees to ask the questions that apply to them, so they know and
understand what is truly going on moving forward with the organization.
He talked about NASA’s values as an
organization is because he wants the employees to understand that the agency’s
vision and goals is to be the best organization not just for the federal
government but for its employees as well. The values are the foundation on how
things operate within the organization. Berkhout & Rowlands (2007) stated when it comes to values of an
organization is that it serves as a “guide to organizational
members in establishing and pursuing goals, policies, and strategies related to
the organization.” (p. 285) The values of the agency are important to instill
the message trying to get across and most of all to improve the overall
betterment of the organization as a whole moving into the future.
If I can take away something from
this video presentation it would be to hold a meeting at a smaller scale and
brief where the organization is and where it could be in the future. Although
it may be difficult to accomplish, it is something that has to be done. The
other thing I can take away and try to apply in my career is to host a forum
for the organization where all leaders from the different units in a small
capacity to bring up concerns and ask the overall division head the questions
that have been needing answers to make our organization better.
I really enjoyed how he brought everyone from the different departments together to address the new changes that need to brought up and changed.
Is it always a good thing to present open forums for the employees in any organizations? What will be the restrictions on what should be asked, said, and discussed about when it comes to organizational cultural change or organizational change in a general sense.
References:
Berkhout, T., & Rowlands, I. H. (2007). THE VOLUNTARY
ADOPTION OF GREEN ELECTRICITY BY ONTARIO-BASED COMPANIES: The importance of
organizational values and organizational context. Organization &
Environment, 20(3), 281-287,289-303. Retrieved from
http://search.proquest.com.ezproxy.libproxy.db.erau.edu/docview/219873911?accountid=27203
Brown, D. R. (2011). An Experiential Approach to Organization Development (8th ed.). Saddle River, NJ: Prentice Hall
Hasenoehrl, C. (2009). Stabilizing your workforce amid
layoffs; businesses need to understand what employees look for from their
leaders. Gallup Management Journal,
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