Inspiring Change: An Essay on Organizational Development and Change

This essay delves into the multifaceted aspects of organizational development and change, examining how individuals and organizations navigate transitions and adapt to new circumstances. The essay explores the importance of embracing change, drawing parallels from personal experiences and case studies. It highlights the significance of overcoming fear, fostering motivation, and recognizing the potential for growth that change presents. The essay references insightful examples, including the stories of Tal Golesworthy and Ernestine Shepherd, to illustrate the power of innovation, resilience, and the human capacity to overcome challenges. It underscores the need for proactive adaptation and a positive outlook when facing change, emphasizing that change is not an end but a new beginning, filled with opportunities for personal and professional development. The essay also includes references such as "Who Moved My Cheese?" to reinforce the importance of flexibility and adaptability in the face of change.

Running head: Organization Development and Change
Change: How they inspired
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ORGANIZATION DEVELOPMENT AND CHANGE
We feel the need to change in order to improve the current situation. There are times in
life when we feel that it is the end of the world. The failure in job or life is not the end, there is
always hope for a better future. Change is not just the end of something it should be seen as the
beginning of something new as well. The adventure of changing the current situation and find
the meaning of life are important in the process. Once we realize that change is not powerful
enough to end it all and we all have the strength to overcome it, we feel free. Just like Ham and
Haw realized that they should not waste time on the insecurity and complexity caused by the
fear, rather by breaking the fear they can be free and build a better future (Johnson, 2007).
Lack of motivation does not inspire us to change. It is the fear of the unknown future that
causes so much anxiety among the people who are suffering the change. Haw realized that if
they do not accept the change immediately they will fail to survive and become extinct, as he
wrote this on their wall. Our perception of seeing change as the end of something fails to
motivate us accepting the change and move on. The employees value the security more than the
organizational productivity. Their unwillingness to accept the change in organizational culture
hampers the company performance.
In the video engineer Tal Golesworthy expressed his story of suffering and survival from
an inherited disorder called Marfan syndrome (Golesworthy, 2011). In this disease the
connective tissues of the body do not work in orderly fashion. He identified the problem with the
lifetime anticoagulation therapy that was a common procedure at that time to treat this (Oliveira
& Canhão, 2014). As an engineer he saw it as a plumbing problem. He treated his own heart
condition by using basic aeronautical procedures. He changed the aortic dilation by externally
wrapping it and ensures that smooth blood flow. However he struggled to convince the doctors to
apply the procedure on him in the surgery. After the initial hesitance for the risks the doctors are

ORGANIZATION DEVELOPMENT AND CHANGE
treating 40 patients with the procedure that he engineered to treat his own heart (Mundasad,
2013).
The documentary shows the inspiring story of world’s oldest body builder Ernestine
Shepherd (Youtube, 2014). She overcame all the physical and mental problems by bodybuilding.
Her story just highlights how we, human beings are capable of doing anything. Our are
extremely powerful but in order to direct the power in an useful direction, we must take chances
in life.
The story by Johnson tells us to not depend on others so much that we forget to the
freedom. We must not waste the precious time of our lives in analysis and remorse over a
change. We must overcome that and go ahead in our lives. Life has so many beautiful moments
to offer, if we do not take chances we will never be able to experience them.

ORGANIZATION DEVELOPMENT AND CHANGE
Reference
Golesworthy, T. (2011). How I repaired my own heart. Ted.com. Retrieved 23 August 2017,
from https://www.ted.com/talks/tal_golesworthy_how_i_repaired_my_own_heart
Johnson, S. (2007). Who moved my cheese?. Alexandria, Va.: Alexandria Library.
Mundasad, S. (2013). The engineer who fixed his own heart and others too - BBC News. BBC
News. Retrieved 23 August 2017, from http://www.bbc.com/news/health-24524027
Oliveira, P., & Canhão, H. (2014). Users as Service Innovators: Evidence Across Healthcare and
Financial Services.
The Remarkable Story of Ernestine Shepherd. (2014). YouTube. Retrieved 23 August 2017, from
https://www.youtube.com/watch?v=na6yl8yIZUI