Managing Organizational Change

This document discusses the topic of managing organizational change and the role of ethics and responsibilities in the process. It explores how leaders can ethically align and deal with ethical issues, using models such as Kurt Lewin's model of change and the Burke-Litwin model. The importance of ethical leadership and its impact on the ethical climate of the organization is also highlighted.

Running head: MANAGING ORGANIZATIONAL CHANGE
MANAGING ORGANIZATIONAL CHANGE
Name of Student
Name of the University
Author Note

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Response to forum 1: Role of ethics and responsibilities
My company is presently going to undergo an acquisition and that is going to bring a lot
of changes in the existing roles, business processes, structure of the organization and there may
even be changes related to technology because with the help of mergers and acquisition there is
an increase in the capacity of the organization (Anderson, 2016). In case of all these changes
taking place in the organization there are changes in the responsibilities of the leaders as well.
For instance it is the duty of the leader to carry out the change like a catalyst in the organization
smoothly thereby overcoming all the resistance to changes. The leader can do the same through
the application of Kurt Lewin model of change in order to overcome the changes that is going to
have an impact on the employees, disruption in the regular work of the employees. It is the duty
of the leader to effectively communicate about the change to the employees of the organization
and to maintain the coordination and team work among the employees. The leader needs to
explain the employees through proper communication that only through strong team work and
coordination the organization will be able to undergo the change smoothly.

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Figure1: Change management through ethical relationship
Source: (Shapiro & Stefkovich, 2016)
From the above diagram therefore it can be understood that the leaders need to carry out
an ethical approach towards change. This can be done by following all the codes of conduct,
being respectful in their activities of dealing with the people while carrying out the change,
honor others, show care. The leaders should aim at bringing a change that is sustainable and not
for short period and there has to transparency in the same.
Response to forum 2: The way in which the leaders can ethically align and
deal with ethical issues.
The leaders can carry out a change in the ethical climate of the organization by aligning
to the ethical practises. In order to carry out the same, the Burke litwin model is to be used where

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the leaders can change the organizational culture through their leadership and vision and climate
by bringing changes in the managements practises. Therefore the climate can be changed by
changing the way the way the mangers deal and work with the employees if they work ethically
then the employers will learn from the same. The leader needs to establish code of conduct and
see that the code of conduct is followed and in case of any deviations correct actions can be
taken. Moreover a transformational leader can help to create a culture and climate of integrity
and ethics through displaying the same in their actions.
For instance they need to show integrity and they should always follow all rules and
regulations and the code of conduct then they can act as role model for others and all will start
following the same. An ethical leader has an impact on the ethical climate of the organization
which in turn has an impact on the perception of people about the employment relation climate.
The ethical leader fairly treats everyone in the organization and therefore improves the
employment relation of the employees.

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Figure 2: The Burke litwin model
Source: (Stone, 2015)
Leaders are sometimes deviated by the hypnotic desire of making their company big in
less time and therefore adopt many unethical practices but according to Collins and the study
done by him all those companies that moved from good to great took time initially but through
their persistent efforts ultimately became successful (Huhtala, Kaptein & Feldt, 2016). The
leaders take a decision after analyzing the situation and analyzing their actions. They consider
who all will be harmed by their actions, who all will be benefitted and they also need to consider
what are the available options and if any of the options are against their own moral values.

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References
Anderson, D. L. (2016). Organization development: The process of leading organizational
change. Sage Publications.
Huhtala, M., Kaptein, M., & Feldt, T. (2016). How perceived changes in the ethical culture of
organizations influence the well-being of managers: A two-year longitudinal study. European
Journal of Work and Organizational Psychology, 25(3), 335-352.
Shapiro, J. P., & Stefkovich, J. A. (2016). Ethical leadership and decision making in education:
Applying theoretical perspectives to complex dilemmas. Routledge.
Stone, K. B. (2015). Burke-Litwin Organizational Assessment Survey: Reliability and
Validity. Organization Development Journal, 33(2).