Sean O'Keefe makes one of the most
impactful messages in my opinion on change required within NASA’s culture. The
reason why Sean addressed NASA employees to describe the plan to bring about
proposed changes to the culture fits somewhere along the lines of Brown’s “Life
Cycle of Resistance to Change,” where the proposed change should first be
introduced to the members of an organization. (Brown, 2011)
In this stage Sean describes the current situation that NASA is in and that
major changes are going to have to be made for the longevity of the
organization. The fact of whether or not he was believable is a tough one to
judge so soon, at least at this particular point in time.
Sean O'Keefe said it himself that
NASA loves to brag about it’s core values and how important these core values
are towards the organization, however there was a lack of action that
reinforced the importance of these core values. (O'Keefe,
2004)
What this meant was that the organization loved to talk the talk, but just
didn’t walk the walk. So to say if he were believable at this point would be a
tough call to make due to NASA’s track record. However the fact that he brings
to light NASA’s inability to show true to its core values can be seen as an eye
opener, one to which he truly believes himself that change needs to happen.
What I take from this is that in order
for change to occur, organizational members need to see the reasons as to why
change is to happen. If they don’t see the “why” in the change, the change will
be resisted and it may not come to fruition. However at the same time in order
to find out the “why,” a full diagnostics on the current situation and climate
of the organization needs to take place. Then can the people of the
organization be addressed on what to expect in their future.
References
Brown, D.
(2011). An Experiential Approach to Organizational Development. New
Jersey: Pearson.
O'Keefe, S. (2004). NASA Cultural Changes. Retrieved
from C-SPAN: http://www.c-span.org/video/?181348-1/nasa-cultural-changes
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