Vision and Change in the Workplace Discussion Reply
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I would like you to reply to this peer discussion post with one peer-reviewed scholarly article. The post reply need to be substantial and constructive in nature. It should add to the content of the post and evaluate/analyze that post’s answer. Normal course dialogue does not fulfill the peer reply.
Post:
Organization Vision
An organization’s vision is the long-term goal of the organization that it wants to become in the future. Organizational vision defines the principles that will be followed by the organization in the future to achieve its long-term goals. The organization’s vision is timeless and broad, provides a sense of purpose, and provides direction for the entire organization, including the stakeholders of that organization. Organizational vision is the foundation upon which the strategies, goals, and objectives for the employees and the whole organization are built and aligned (Deszca et al., 2020).
Change Vision
A change vision is defined as the specific vision that focuses on the particular change transformation or change initiative within the organization is known as change vision. Change vision provides a clear picture of what the organization look like in the future when the changes are implemented successfully. Organizational vision talks about the overall vision of the organization, including goals, objectives, and purposes, but the change vision is a little narrow in scope than the organization’s vision and talks about the specific change that occurs within the organization. Change vision helps the employees and stakeholders in order to understand why change is necessary, what the benefits of the change and how they play their role in this change process (Maimon, 2018).
Steps for “Checklist for Change”
Hooli is the technology industry in the Middle East that provides IT solutions and innovative software. The five steps for the “checklist for change” are explained according to the fictitious organization. The first step describes the objective of change. Hooli Tech is falling behind the competitors and the satisfaction of customers; therefore, change is required in order to fulfill the requirements of customers and adopt new technologies. The second step clarifies that the employees of the organization are aware of the change and their opinions about that change. The union of employees in the organization will spearhead the change efforts and also make sure to get support from the whole organization (Maimon, 2018).
The third step is to develop a vision and strategy for the change leader through conducting research, gathering feedback from the employees, and then defining a change vision according to the requirements. The fourth step is that the change team conducts a communication campaign by utilizing different techniques, including meetings, emails, and attractive workshops. The change team will address the concerns and show success stories from other organizations to encourage the employees of the organization. The fifth step is to increase the broad-based decisions according to which the change team provides necessary training to the employees to adopt change and also encourages them to bring new ideas and improvements in the process (Aukes, 2021).
The vision for Hooli Tech is to become the unbeatable technology leader in the countries of the Middle East that empowers businesses and employees through innovative tech solutions. The organization will create a dynamic work environment that holds diversity, raises creativity, and nurtures collaboration. By leveraging leading-edge technologies and fulfilling the requirements of customers, the organization will deliver transformative software that exceeds expectations and set new industry standards. The organization will plan a development towards a brighter future, where Hooli Tech remains in the front of technological advancements that will drive progress and prosperity in the region (Aukes, 2021).
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