Essay Sample on Thomas Vasko's Experiential Training Post and Organizational Change

Introduction

Organizational change implementation makes it necessary for employees to be equipped with new skills and knowledge to deal with the unique challenges associated with the change effectively. Thomas Vasko's post explores the concept of experiential training as one of the methods used nowadays to impart hands-on experience on employees during change implementation. Many organizations today consider this form of training a much more efficient approach of transferring tacit knowledge than other more traditional ways of learning such classroom instruction through lectures and discussions (Leal-Rodriguez & Albort-Morant, 2018; Spector, 2013). Vasko is spot on in the assertion both experiential training and other traditional forms are widely used in effecting change.

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Vasko makes a significant highlight regarding experiential training. That is, experiential is preferred by a majority of the business leaders today. This is because current organizations operate in a challenging business environment. To expand the author's point, the challenging environment refers to the technological environment which has made operating business environment more challenging than before. As technology advances further, the business environment would be more uncertain for business leaders. Communication and information technology advances have made business leaders engage in continuous improvement of their strategies to keep with the pace of other players who are leveraging on technology to offer competitive goods and services (Avadykian & Lhuillery, 2012). Technology changes very fast. Since experiential training is problem-based learning, it provides a more viable option for business leaders in dealing with challenges and threats associated with technology and innovation.

Whereas some may content that traditional methods of training employees are integral during change implementation, one cannot wish away the appropriateness of experiential learning on employee's willingness to embrace change in technologically vibrant environment as that of today. Traditional methods are essential, but they must acknowledge the need for what works today. Even the Scripture rightly captures this well. "Do not be conformed to this, but be transformed by the renewal of your mind, that by testing you may discern what is the will of God, what is good and acceptable and perfect"(Romans 12:2 ESV). Therefore, traditional methods may be essential for training employees when implementing change but acknowledging that experiential training is a useful tool for dealing with the uncertainty of the future is imperative for business executives.

References

Avadykian, A., & Lhuillery, S. (2012). Technological innovation, organizational change and product related services. SSRN Electronic Journal, 19(4), 277-304. doi:10.2139/ssrn.2168370

Leal-Rodriguez, A. L., & Albort-Morant, G. (2018). Promoting innovative experiential learning practices to improve academic performance: Empirical evidence from a Spanish Business School. Journal of Innovation & Knowledge.

Spector, B. (2013). Implementing organizational change: Theory into practice.(3rd ed.). Upper Saddle River, NJ: Prentice Hall. ISBN: 9780132729840.