1. After reading the article “Let’s Drive a Stake In the Heart of the Industrial Age” (https://web.archive.org/web/20160712153323/http://switchandshift.com/lets-drive-a-stake-in-the-heart-of-the-industrial-age) write 1 paragraph discussing the following organizational behavior (OB) aspects:
2. How do you plan to use the OB tools that you learned about this term to assist the transformational process in organizational models?
3. Explore transformational opportunities in leadership models further as discussed in the article.

2. In one paragraph each, respond to two peer responses below by discussing the following:

• Were there any similarities or differences in any of your peers’ responses that provide insight to trends in perspectives on OB tools?
• Did your peers provide any insight into the transformational opportunities you may have overlooked?

Peer response #1: Change is the most consistent factor in business and organizations. This article demonstrates how a firm can simply disregard change and continue operating as usual. Unfortunately, many organizations believe that by remaining productive and competitive, they can avoid change. However, at some time, change will be required in some part of the organization in order for it to be efficient or productive. As a result, utilizing various types of organizational behavior tools will be critical in assisting in the implementation of change inside the business.For me, staying in touch with my staff is one of the most important aspects of running a successful business. Leaders that work with their staff to stimulate ideas and change are better able to guide them to success for both themselves and the organization. Employees will feel more appreciated and significant if you stay active with them. Giving them chances to develop as individuals and professionals will increase their commitment to the team and the firm.If the employees are content, the company will have a much greater chance of navigating a period of change and realizing its full potential. A leader must first be willing to change in order to pursue transformational opportunities. If the boss is resistant to change, his or her team and employees will be similarly resistant. Some adjustments must be implemented from the top down. Employees may desire change and transformation, but they can only go so far if leadership refuses to accept it. Employees and the organization can both benefit from transformation prospects. However, for this type of transformation and success to occur, the entire team must be on board. Leadership may be the final game changer for a firm, as we witnessed with the GM case study. Everything about GM was damaged by leadership, from the culture to the success to the lives of the employees. In any firm, leadership is critical, but they must be supported by a team that can assist them achieve success.

Peer Response #2:Industrial, digital, social age oh my! So what’s next? I’m sure someone out there has written several papers/articles on what’s next in business culture. This course has taught me taught me to look first, when evaluating a company, start, at its culture. As the article states and as we have all experienced, change can be difficult for some and habits are formed, “In a word: habit. Comfort, even. Let’s face it; we humans don’t just change on a whim, just because we feel like it. Most of us… well, we stick with what’s comfortable, what’s “normal” to us; what we’re good at(Coine,2017). Comfortable is subjective isn’t the same for everyone, so creating an actual comfortable work environment for all, that is actually productive can be tricky but if a company has a poor culture, the consequences can be dire. 

I think most of us have experienced bad management, when that is reinforced by a company, the whole culture becomes “bad” and should be avoided whenever possible.