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Change and conflict resolution is still possible with great communication, team work, understanding, and everyone realizing that in order to be a great leader you must learn to follow first. The sooner management can part with some of their authority and empower teams/individuals to accomplish a task, the quicker they can remove those barriers. Kotter and Cohen step 5 was consistent with the text. It has many connects and tips on how to empower people. The text discussed conflict/conflict resolution, which would limit
empowering people and would be considered obstacles that could distract people from accomplishing their goals (pg.289). The performance evaluation system discussed in Organizational Behavior and Management also supports step 5. Performance evaluations should be used as a tool to provide constructive criticism and provide feedback for both positive and negative behaviors. A well written and objective performance evaluation is supposed to point outany areas that need improvements and provide recommendations to resolve the issues. This couldinclude areas that Kotter would consider as a barrier or distraction, which would hinder the organization from implementing change.Step 6: Create Short-Term WinsKotter and Cohen’s set 6 focuses on short term wins. With empowered people working onthe vision, in cases of great success those people are helped to produce short-term wins. The wins are critical. They provide credibility, resources, and momentum to the overall effort. In other cases, the wins come more slowly, less visibly, speak less to what people value, and have more ambiguity as to whether they are really successes. Without a will-managed process, careful selection of initial projects, and fast enough successes, the cynics and skeptics can sink any effort(pg. 5). Kotter and Cohen’s step 6 is consistent with the text because generating short term wins is consistent with how a person uses their power. In the text power can be used in a positive way and a negative way. Being a good leader is about respect given and received. Leaders can’t expect to lead an organization by placing fear in the employees. They will not be successful in implementing change within that organization. People have to see the benefits of change and they have to see the progress even in small steps or they will not respect the leader. The way a person leads an organization affects the success of that organization. It also affects how much change will occur
and how fast that change will occur within that organization. Kotter and Cohen’s step 6 is consistent with the text in how even small steps can benefit an organization trying to succeed. Step 7: Don’t Let UpKotter and Cohen states, “ in successful situations, people build on this momentum to make a vision a reality by keeping urgency up and a feeling of false pride down; by eliminating unnecessary, exhausting, and demoralizing work; and by not declaring victory prematurely”(pg.143). Change is a time consuming procedure in any organization that wants to succeed. Organizations have to ensure they are consolidating recognition to give when highly deserved but do not go over-board with the giving. If all praise is given consistently by