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Article Summarization

Creating the Capacity for organizational Change: Personnel

participation and Receptivity to change

Creating the Capacity for organizational Change:Personnel


Keith L. Smith

Associate Vice President, Agricultural AdministrationAssociate Dean, College of Food, Agricultural and Environmental Sciences

Director, Ohio State University Extension

Gist Chair in Extension Education and Leadership

Ohio State University Extension

Columbus, Ohio

[email protected]

Cynthia B. Torpa

Associate Professor

Department of communication StudiesMarshal University

Huntington, West Virginia

[email protected]

Journal of Extension

August 2010, Volume 48 Number 4- Article Number 4FEA1


ValerianoKataya

DBA 861

Instructor: Dr. James William

June, 18 2011
mailto:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]


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Introduction

This paper reviews the article referring to Creating the capacity for

organizational change: personnel participation and receptivity to change.

It was written by Keith L. Smith, Associate vice President, Agricultural

Administration and Cynthia B. Torppa Associate Professor, Department of

communication studies.

The purpose of the article is to create the capacity for organizational change

and to encourage the personnel participation and receptivity to change. The

authors point out the fact that when people are involved in planning process

they are more receptive and less pessimist about the plan and are more

motivated to make the plan a success.

At the same time, the authors evoke the impact of economic decline, rapid

technological innovations, and the shift to a knowledge based workforce to

Extension organizations. These facts are seen as challenges that can contribute

to the creation of great opportunities for innovative programs.

Despite of positive impact they can provide to the organizations, they also can

affect them negatively. For example: economic declines and funding reductions

can limit any public sector or greater good organizations unencumbered focus

on its mission ( Lyons, ONeill, Polain,Mickel,&Hlubik,2008).

Authors demonstrated that, these challenges provoke changes that can cause

either positive or negative impact to organizations. It can cause extension

personnel to suffer from fatigue, apathy, resistance to change and these

reactions can prohibit strategies for successful programming from beingaccepted and implemented successfully ( Amenakis, Harris, and Field, 1999)

cited by ( Smith, L. Keith and Torppa, B. Cynthia , 2010 p.1).

Taking on account the permanent increase of these changes, the researchers

come up with the following research question.

What can Extension organization do to flourish during continuous change?

It is a very important research question. It appeals for tasks or actions to be

taken into consideration in situations that, the organizations face the problem of

change.


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Thus, the paper analysis important aspects related to strategies taken to create

support for current changes and growing capacity. Yet, it refers to some other

aspects referred to the methods, the variable, measurement, space of research.

It is still also going to highlight the result, the significance of the article, the way

the article has enhanced my knowledge and important questions raised by the

authors.

Creating support for current changes and growing capacity for future

changes

It is known that as long as an organization develops, it encounters different

challenges, fruit of changes that occur in such organization. It implies, the

organization creates alternatives or strategies as to overcome the

consequences that may be provoked by these events.

In the light of this perspective, the researchers of the current article suggest

some tasks or actions they think should help support current changes and also

grow capacity for future changes.

In response to the first question, what can extension organizations do to flourish

during continuous changes? The researchers focus some tasks as for

example: navigating immediate changes, while simultaneously helping

personnel develop the capacity to thrive as ongoing and future challenges and

opportunities arise ( Frahm and Brown, 2002) cited by( Smith, L. Keith and

Torppa, B. Cynthia , 2010 p.2). This is a task that helps to find out criteria to

set up strategies in order to overtake different challenges.

The authors advance with another task or action Extension organizations can

take to help personnel adapt to current changes that is encouraging personnel

to take an active role in organizational planning processes. (p.2). To support

this position, the researchers evoke the idea of encouraging the personnel

participation involving a conscious and intended effort by individuals at a higher

level in an organization to provide an extra- role or role-expanding opportunities

for individual or groups at lower level in organization.


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The online survey was activated during 3- week period and 325 individuals

completed the questionnaire. The population was divided by classes through

percentage according to its characteristics and region.

It was used a questionnaire as tool for gathering required information.

Participation in the planning process was measured by averaging responses to

10 items about opportunities that had been made available to all personnel.

The questionnaire contributed to help researchers to collect data related to

personnels interests, their position titles, regions, program areas and length of

tenure with OSU Extension.

Findings

Results from the research questions posted above demonstrate some findings

to be considered: question 1_ as far as participation and receptivity to the

strategic plan concerned a significant positive correlation ( r=.36,p < .01, two-

tailed) indicated that the more personnel participated in the planning process,

the more likely they were to be open to the changes in the plan. It is understood

that participating in the planning process had a significant, substantial, and

positive impact on personnels willingness to accept the plan.

Related to question 2 participation and lower pessimism, a significant negative

correlation (r= -.2,p


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pessimism, and greater motivation. It is affirmed that twelve of 15 of those

correlations were significant.

The significance of the article

This is an academic article. It has showed the way how to approach a subject

and get to a conclusion.

The way the article has enhanced my knowledge

This is a very important article, exactly because it was possible to understand

clearly how to perform a research as to get good results. The articletaught that

random sampling is used when it is impossible or impractical to survey the

population. It was noticed that there are always some implications intervening

in any research and a good method can help to find out these implications and

obtain acceptable findings.

Findings permit to reach a clear vision on the subject in research and prevent

assuming false positions.

It was also showed that nor always surveys present expected results. There are

many reasons for which participants do not respond fullyto the questions. The

article pointed out for example the distrust as one of this reasons.

Weakness

There are some aspects that researchers may disregard and a full survey can

wide open it.

Important questions raised by the authors.

The authors raised the following important questions:

First, will OSU Extension personnels participation in creating a new 5 -year

strategic plan be associated with greater receptivity to the plan? Second, will

OSU Extension personnels participation in creating a new 5 year strategic

plan be associated with lower pessimism about the potential success of the

plan? Third, will OSU Extensions personnels participation in creating a new 5 -

year strategic plan be associated with greater motivation to make the plan

successful? Finally, will the relationship between participation and receptivity,

pessimism, and motivation be different for personnel on the foundational


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levelsof the organization than for personnel in the managerial levels of the

organization?

Conclusion

It is advisable that managers and DBA students read this article. It has a deep

approach as far as research field concerned. It discusses the subject with such

a depth that permits the analyst develops his investigative capacity.

Practical aspects can also be learned, since the article show how participation

may not only help personnel cope with current changes but build capacity for

on-going changes.


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References

Amenakis, A., Harris, S.G., and Field, H.S. (1999) Making change permanent: Amodel for institutionalizing change interventions. Research in Organizational

Change and Development, 12 97- 128.

Frahm, J.,and Brown, K. (2007). First steps: Linking change communication to

change receptivity. Journal of organizational change, 20, 370-387.

Lyons, R., ONeil, B.,Polanin,N.,Mickel,R and Hlubik,W. (2008). Proactive

planning to address budget shortfalls: The Rutgers Cooperative Extension

Experience. Journal of Extension,46 [on-line] Article 4FEA2. Available at:

http://www.joe.org/joe/2008august/a2.shtml

Knowledge Management (KM)

Collecting, Leveraging, and Distributing both Explicit and Tacit KnowledgeThroughout Your Organization available at:http://www.1000ventures.com/business_guide/im_knowledge.html
http://www.1000ventures.com/business_guide/im_knowledge.htmlhttp://www.1000ventures.com/business_guide/im_knowledge.htmlhttp://www.1000ventures.com/business_guide/im_knowledge.html


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Comment:

Name: Valeriano Kataya

Course: DBA 861Creating Capacity for Organizational Change

Professor Name: Dr. Moe Eze

I like your analysis of the subject matter. You provided a detailed synthesis and evaluation of

the subject matter. You also provided how your expected deliverables will accomplish your

task. (25 points); your work follows APA guidelines (25 points); There are no spelling,

grammar or punctuation errors. The sentences are complete, clear and concise. (25 points);

the information is relevant to the content and the topic provided. You provided copy of the

articel with summary. You needed to provie lesson learned from the article. (20)

1. Demonstration of knowledge of the subject matter - 25

2. APA Requirements25

3. Mechanics and writing style25

4. Provided report without summary20

Total Grade: 95/100

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