Leading Organizational Change for Walmart- myassignmenthelp

Question: Discuss about theLeading Organizational Change for Walmart. Answer: Introduction The aim of this task is to provide a personal review and reflection of leading and managing change in an organization. The reflective essay will give a self-evaluation about my learning experiences during my attachment that I had with Walmart company on how this experience helped and will help me in my future personal and professional development as a project manager (Kampf, 2007). What Happened During my Attachment Programme at Walmart My attachment at Walmart made me learn and gain diverse knowledge that has to build my professional platform and basis for growth. I learned the right skills of change management individually and for the other people whom I worked and would work with in future. What enticed me most was the approaches and policies used by the company in establishing a conducive work environment for its employees (Swanson Tomkovick, 2012). I was surprised to see how the management valued our input to the companys success in the retail sector. In the events of market shortages, the management could trust us who were doing our attachment by considering our ideas on how to come up with new change mechanisms to broaden the market (Bolden, 2011). My interaction with students from other universities who were also doing an attachment with Walmart made me learn how to appreciate diversity in the workplace by considering everyone's idea as equally the same to mine. Earlier before joining my attachment program, I only knew leadership and management theories as just theories whose application could seem difficult. However, I was very surprised to find that Walmart strictly leads and manages all the firm's operations about the management theories practically. The most used theories included contingency approach, trait theory, theory X and theory Y, and situational theories (Clegg, Kornberger, Pitsis, 2015). There was a lot of teamwork since this one was highly emphasized by the management of the company. All assigned activity were done into groups whereby group leaders would record the achievements of the team and compile a report to the manager. In our team, we shared and rotated team leadership responsibilities and adopted open-ended discussions whereby each one's ideas was valued as important in problem-solving (Gupta Malik, 2012). Teamwork was based on trait theory that each internee had unique and different skills and abilities from the others. At the same time, our teamwork brought about creativity and innovation of new project management ideas whose implementation resulted in a positive productivity change. The creating of new management information systems of measuring change management impact was also contributed to by diversity in the groups formed (Hayes, 2014). Our teams were driven by a desire to bring in change and achieve reasonable results. I learned that contingency theory is real in practice since the integration of different ideas leads to creativeness. Before joining the attachment program, my perception on project management was limited to class work. However, this interaction with a diverse workforce from other fields during my attachment at Walmart changed my mindset and made me realize that project management entails all departments of the organization. This was a proper justification of trait theory of leadership and its importance to the firms. Walmart took us to the workshop, benchmarking, and conference events where we were trained on new leading and change management policies by experts. These training opportunities gave me the chance to benchmark with other interns from other companies such as Target and Woolworths that operate in the retail sector in Australia (Perlin, 2012). This interaction was essential to my professional growth and personal excellence for I networked and created linkages with my potential employers. Events Interpretation Working with people from diverse cultures helped me learn how to manage change in myself as well as others. There was a significant impact on my personality and change towards how I perceived humanistic in the workplace. I enjoyed how we shared ideas for it is from this experience that I understood different people view issues differently (Perlin, 2012). It was important for my professional base since I learned the importance of appreciating others ideas and tolerating peoples weaknesses while in the workplace. There was a significant correspondence of behavioral approach while leading people from the experience I gained from this event. The cognitive approach to leading and change management was also made a sound to my professional prospect while at Walmart. I learned that not everyone welcomes change management in an organization by realizing how change can always be made attractive to people in the workplace (Oliver Yu, 2017). The opportunity to attend workshops, seminars and conferences made a paramount impact in my professional ambitions and goals as a project manager. I realized that every firm values personality and change and that humanistic psychology approach was critical to management change success. Further, the workshops and benchmarking programs were relevant to my professional life. I learned that benchmarking events offer interns with the opportunity to network with potential employers. The aspect by managers to consider our ideas made me realize that learning is a continuous process and that learning models such as behavioral, psychodynamic, and cognitive approaches help professionals to understand their personal changes. The interaction with diverse people during my attachment period at Walmart made me know that people have different needs. It was important for me to know that what I was doing was in respect to Maslow's hierarchy of requirements under the lowest need level of physiological needs (Oliver Yu, 2017). The desire by the top managers to achieve proved to me that everyone seeks for advancement opportunities, creativity, growth, and autonomy as in the highest level of self-actualization. Usefulness of the Experience The experience gained during my attachment with Walmart company has been useful to my professional and personal life. I learned change management and leadership skills which have been beneficial to my life. The attachment program has been critical on how I interpret different firms methods of change management, reasons why they did so, and what outcome these companies can reap from their decisions (DuBrin, 2013). I gained self-analytical skills and capabilities something which gives me an edge when making critical life decisions and gives me intellectual empathy on other people. The learning process at Walmart has been impactive to my professional life as a waiting project manager. I learned the importance of roles distribution among the workforce as well as grouping project teams based on cultural diversity and professional diversity. This experience has helped me acknowledge the importance of tolerance and accurate conflict resolution measures in an organization given that conflicts arise (Oliver Yu, 2017). The opportunity to lead my team made me learn and gain critical leadership and change management skills that would help me in future in my profession. Another most beneficial impact of my experience at Walmart was the opportunity to gain work experience something which was key to my professional resume. I upgraded my CV, and this gave me an edge over other job seekers who have not had any experience in their field of expertise. Currently, I know my work strengths and weaknesses from experience gained during my attachment at Walmart (Meredith Belbin, 2011). Throughout the activity, I learned I was a poor time keeper, and this made me revise my time management skills and become a good time keeper for prospects in the industry. Information Use Plan When I become a manager, I want to be a motivator of interns as well as other employees in the workplace. First, I will value their reports on change management ideas while implementing changes within the workplace. Second, I would compensate all interns to motivate them to improve productivity. This is because I have learned that human factor and motivation go hand in hand when success is to be realized. I would actively bring managerial theories of Maslow's hierarchy of needs, Hawthorne effect, and Expectancy theories to place (Hill, Jones, Schilling, 2014). This is from the experience I gained that people productivity is determined by the level of motivation and reward by the management. The experience at Walmart made me an excellent project manager to be in future. On completion of my studies as a project manager student, I would use the updated CV to search for jobs in the market. Professionally, I feel secure enough to express myself and give my ideas and opinions regarding certain managerial issues in the workplace and at the same time recommend the right solutions to address them (DuBrin, 2013). Since the workshop programs gave me opportunities to network and created linkages with employers in other firms, I would conduct them when seeking for jobs. Given my observation on the significances of workplace diversity, I would value working with workers from diverse cultures on becoming a project manager. I would apply great man theories in the assessment of candidates behavior, traits, and influence to the success of the firm (Bush, 2007). My optimism of becoming a company project manager gives me the belief of investing resources in the development of those people in the attachment program for I found this beneficial to my personal and professional life. Conclusion In conclusion, efficient use of management concepts by companies leads to success. The attendance of attachment programs by students equips them with the right skills, knowledge, and experiences of how to apply management and leadership theories to real practice. Change management in the workplace brings organizational success in the industry. References Bolden, R. (2011). Distributed leadership in organizations: A review of theory and research.International Journal of Management Reviews,13(3), 251-269. Bush, T. (2007). Educational leadership and management: theory, policy, and practice.South African journal of education,27(3), 391-406. Clegg, S. R., Kornberger, M., Pitsis, T. (2015).Managing and organizations: An introduction to theory and practice. Sage. DuBrin, A. J. (2013).Fundamentals of organizational behavior: An applied perspective. Elsevier. Gupta, R., Malik, P. (2012). FDI in Indian Retail Sector: Analysis of competition in Agri- food sector.Internship Project Report, Competition Commission of India. Hayes, J. (2014).The theory and practice of change management. Palgrave Macmillan. Hill, C. W., Jones, G. R., Schilling, M. A. (2014).Strategic management: theory: an integrated approach. Cengage Learning. Kampf, C. (2007). Corporate social responsibility: WalMart, Maersk and the cultural bounds of representation in corporate web sites.Corporate Communications: An International Journal,12(1), 41-57. Meredith Belbin, R. (2011). Management Teams: Why they succeed or fail.Human Resource Management International Digest,19(3). Oliver, D., Yu, S. (2017). The Australian labor market in 2016.Journal of Industrial Relations, 0022185617693875. Perlin, R. (2012).Intern Nation: How to earn nothing and learn little in the brave new economy. Verso Books. Swanson, S. R., Tomkovick, C. (2012). Marketing internships: How values and search strategies differ across the student-employer dyad.Marketing Education Review,22(3), 251-262.