Resistance Risk Mitigation Intervention Table
Using the same scenario from Assignment 1, you realize that transitioning your organization to a learning environment may not be as easy as first imagined. You have encountered several resistance issues relating to the culture, psychological learning, organization structure, workforce commitment, and dissemination of knowledge. You decide to gather a decisionmaking team to assist in identifying the high or moderate resistance risks that may stop or slow down the process of this transition. The decisionmaking team must also recommend some mitigation intervention to lower the identified resistance risks to either moderate or low. For example, a high resistance risk can become moderate or low and moderate resistance risk can become low. Your final product will be a table that identifies five (5) issues related to the organization’s culture, psychological learning, organization structure, workforce commitment, and dissemination of knowledge. You must also provide a description of each resistance issue and rate the resistance risk before the mitigation intervention as either High (H) or Moderate (M). Then, you must provide a description of your team’s mitigation intervention and determine the resistance risk’s downgrade from High (H) to Moderate (M) or Low (L) and / or Moderate (M) to Low (L) after the mitigation intervention. Create a table in which you: 1.Determine one (1) challenge in the culture that may cause a major resistance to the transition from individual learning to organizational learning. Next, recommend one (1) mitigation intervention to downgrade the identified resistance in your table. Provide a rationale for your selected mitigation intervention. 2.Predict one (1) psychological learning threat that may result from the transition and then provide one (1) mitigation intervention to downgrade the identified resistance in your table. Provide a rationale for your selected mitigation intervention. 3.Assess the current organization structure as it relates to the free flow of knowledge then specify one (1) issue that may cause a major resistance to the transition. Provide one (1) mitigation intervention to downgrade the identified resistance in your table. Provide a rationale for your selected mitigation intervention. 4.Critique the workforce commitment to this transition and predict one (1) major resistance you may encounter. Next, provide a mitigation intervention to downgrade the identified resistance in your table. Provide a rationale for your selected mitigation intervention. 5.Propose one (1) dissemination of knowledge issue with the recipients’ ability to absorb the knowledge and comprehend it into action (i.e., motivating the recipient to share knowledge). Next, provide one (1) mitigation intervention to downgrade the identified resistance in your table. Provide a rationale for your selected mitigation intervention. 6.Use the Resistance Risk Mitigation Intervention Table template located here. You may also use Microsoft Word or other equivalent software to create a table in an equivalent format for this supporting document. Your assignment must follow these formatting requirements: •Be typed, using Times New Roman font (size 12), with oneinch margins on all sides. Check with your professor for any additional instructions. •Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page is not included in the required assignment page length. Scenario from Assignment 1 The enormous shifts in the economic, technological, and social fronts over the years demands that for an organization to do well and adapt to the changes. All organizations are faced with the need to increase its productivity, and this is done by increasing employees’ knowledge. Learning is defined as the process of acquiring new information and skill to help improve individual’s knowledge. Thus an organization must advance with its learning culture. Companies must acclimate the book learning culture as a strategic business tool as a currency for the competitive success (Argote, 2012). Therefore, learning is a must for individuals and an organization in general. In an organization, learning is a culture that is considered as part and parcel of the organizations set of values and convections (Shami & Noumiar, 2016). This paper assesses the organizational culture as it relates to the organization leaning methods in place, provides opinion on the organizations learning mechanism that hinders the learning process. Moreover, this paper determines the suitable organization learning mechanism. Finally, it evaluates the learning culture in the organization by determining the learning materials that are less effective thus the cause of unproductive learning in the firm. The paper discusses the…